As organizations prepare for a new plan year, many HR professionals are taking a closer look at their benefits strategy to ensure it reflects today’s workforce realities. Life and disability insurance, once considered static, “set-and-forget” benefits, deserve renewed attention. Changes in work arrangements, family structures, and financial priorities are reshaping what employees need and expect from these programs.
Why It’s Time to Revisit Core Coverage
Life and disability coverage has traditionally been viewed as a standard part of total compensation and are important but rarely discussed. However, evolving workforce demographics and hybrid work models mean that old plan assumptions may no longer fit. Employees today are more diverse in age, household makeup, and lifestyle. Some may rely on dual incomes, while others are single parents or part of blended families. In addition, more workers are classified as remote or hybrid employees, potentially affecting how eligibility, communications, and beneficiary updates are managed.
A review of your organization’s life and disability programs helps ensure that these benefits continue to meet both employee needs and employer obligations. It also reinforces your commitment to providing comprehensive protection that aligns with a modern definition of well-being.
Life Insurance: Addressing New Family Dynamics
Beneficiary designations are one of the most overlooked aspects of life insurance administration. Employees often set beneficiaries when they first enroll and forget to update them after major life changes such as marriage, divorce, childbirth, or the loss of a dependent. With nontraditional family structures becoming more common, such as domestic partnerships, shared custody, or extended family caregiving, HR teams should remind employees to review and update their beneficiary information during open enrollment or after a qualifying life event.
Employers should also evaluate whether their life insurance offerings provide adequate protection in light of inflation and rising household costs. Consider whether the employer-paid basic life coverage remains sufficient, or if voluntary supplemental coverage options should be expanded. Flexible coverage levels allow employees to tailor protection to their unique family and financial situations.
Disability Insurance: Reflecting Hybrid and Remote Work Needs
Disability insurance remains a vital financial safeguard, yet participation rates are often low. Hybrid and remote employees may not see the immediate relevance of disability coverage if their work feels less physically demanding. HR professionals should communicate that disability coverage protects against income loss due to illness, injury, or other conditions, not just workplace accidents.
For employers, reviewing plan definitions of “disability” is also important. Some policies still define disability in terms of inability to perform “on-site” duties or specific physical tasks. In a remote-first environment, those definitions may need clarification to ensure fair application. It may also be time to revisit elimination periods, benefit duration, and voluntary buy-up options.
Positioning Coverage as Part of Total Compensation
Life and disability benefits are foundational elements of financial security. HR leaders should frame them not as insurance checkboxes, but as integral parts of total compensation and employee well-being. Encourage employees to view these benefits alongside retirement savings and health insurance as tools for long-term stability.
Communicating these benefits effectively through open enrollment materials, intranet resources, or short video explainers can make a significant difference in employee understanding and appreciation.
By reviewing life and disability programs through the lens of today’s changing workforce, employers can ensure these essential protections continue to provide value, relevance, and peace of mind to the employees who depend on them.
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This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.
