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All Mercer events about talent, investment, and health issues.
Explore Mercer Marsh Benefits' thinking, insights and perspectives on critical issues around Health & Benefits
While many employees have access to corporate medical plans, too often, many real costs are passed on to individuals who are not adequately covered.
The health and resilience of your people leads to the health and resilience of your business. See tools and strategies for designing creative, digital and flexible benefits for a happy and energized workforce.
Digital health solutions can help employers address a wide range of health and well-being needs, and enhance the employee’s experience. Here are five examples.
Employee benefit plans can be a critical component of risk strategies while supporting firm-wide goals for community and social responsibility.
Healthy Minds at Work is a unique, theory-based approach to assess and address psycho-social risk (and safety) in the workplace.
Three ways to strengthen and increase support. International private medical insurance, telemedicine, and employee assistance program.
The impacts from a potentially worsening Wuhan coronavirus outbreak to your business could be severe, but taking these steps now can help you better prepare, plan, and protect people and operations.
The increasing mobility of the workforce and hiring of expatriate talent has profound implications on the extent of health coverage companies provide.
To successfully hire skilled international talent in Singapore, companies must look beyond local health coverage plans for their employees
Leaders in Singapore signed a joint pledge committing to champion and prioritise mental well-being within their organisations and the wider Singapore workforce.
Distinguished keynote speaker and Nominated Member of Parliament, Anthea Ong, gave an inspiring speech on Mental Health and whether as a nation are we doing enough, and what organizations and employers can do to make a difference.
Companies that opt for international medical plans are able to better address the needs of their increasingly regional and mobile workforce
Employees want to work for an organisation that considers their needs and helps them be healthy. What is worrying, though, is that less than one-third of employees said that their employer focuses on their health and wellness.
About one in seven people in Singapore admitted that they had experienced mental illness at some point in their life, according to the Singapore Mental Health Study.
Modernizing the way to share benefits through innovative programs is vital to providing employees with the tools to build and manage their benefits portfolio.
...job redesign can help organisations prepare their workers to embrace new technology and future-proof their skills. This can improve productivity, workforce optimization, and ideally employee well-being.
Medical trends have outpaced general inflation by close to three times for the past number of years, and this year a new factor came into play: the global COVID-19 pandemic. Find out what's driving medical costs up this year.
Mercer Singapore recently celebrated it's 40th Anniversary. Take a look at memories from the event. - Employee Benefits Consulting, Total Rewards Consulting, Employee Engagement Consulting
The Singapore workforce is aging rapidly. Between 2016 and 2030, employees aged over 50 will be the fastest growing demographic and their number is projected to increase by 55 percent, representing 40 percent of the workforce
Targeted, meaningful, and cost-effective employee benefits serve as a competitive differentiator and support your organization’s business goals/objectives.
The key to developing and delivering benefits that engage employees and enhance their health is to apply a “design thinking” approach that starts with an understanding of your employees’ specific pain points.
International medical costs increased by an average of 9.5% in 2017, almost three times the estimated inflation rate. The rising costs associated with healthcare are a pressing concern for HR leaders with a need for resources, policies and practices
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