What happens when the people responsible for designing and advising on employee health plans find themselves on the other side—as patients navigating the very system they help build?

In this powerful closing keynote, top benefits advisors and an industry expert share their personal experiences facing musculoskeletal (MSK) conditions—some of the most debilitating and costly issues in today’s workforce. Despite their insider knowledge, they still encountered the same pain, delays, financial stress, and insurance obstacles as any plan member would.

Through these real-life stories, attendees will gain a firsthand look at the challenges of navigating MSK care and learn how these experiences reshaped their views on benefit design, pain management, and patient advocacy. From understanding the critical role of cash-pay options to uncovering flaws in access and coverage, this session offers practical takeaways for employers, brokers, and benefit leaders committed to closing the gap between plan design and patient experience.

Prepare to leave inspired, challenged—and more informed—about what it truly means to walk in your employees’ shoes.

This fast-paced, interactive session is built to challenge how we think about employer-sponsored health plans. Whether you’re fully insured or self-funded, too many employers are making decisions that benefit insurers more than their own teams—and they often don’t even realize it.

If you’re wondering whether your benefits are helping you attract top talent or pushing them away, this session will help you find out—and start fixing it.

What you’ll learn:

In today’s competitive talent market, standard health, dental, vision, and 401(k) plans just don’t cut it. To attract high-impact hires—especially those elusive “unicorn” candidates—employers need to get creative. This session will explore how organizations are going beyond the basics to differentiate themselves through innovative, meaningful benefits. From lifestyle stipends to mental health support and personalized perks, learn what today’s top talent is really looking for—and how to make your benefits package a true competitive advantage.

 Join a healthcare professional as they discuss how employers can support the management of obesity within their organizations. This is an opportunity for benefits decision-makers to learn from an obesity specialist regarding the unmet need of obesity and treatment opportunities for employees living with obesity.

The program will also explore the impact of living with obesity on employees at work, such as productivity, absenteeism, and disability, along with the outcomes on annual health spending.

Attendees will have the opportunity to ask questions at the conclusion of the program.

Women’s health is not one-size-fits-all, and it shouldn’t be for your benefits strategy either. From fertility and family planning to menopause, mental health, chronic conditions, and preventive care, a growing number of employers are recognizing the need to support women throughout every stage of life.

This session will explore what it truly means to offer comprehensive women’s health benefits, including the latest trends, evolving employee expectations, and the impact of inclusive, whole-person care on recruitment, retention, and overall well-being. Experts and employers will share what’s working, what’s missing, and how to close the gaps in your current offering.

Walk away with actionable insights to support the women in your workforce better—and build a benefits strategy that reflects their real needs.

Today’s workforce spans multiple generations, each with its own unique set of values, priorities, and expectations—especially when it comes to employee benefits. What appeals to a Gen Z employee might not resonate with a Baby Boomer, and vice versa. So how can employers meet the diverse needs of their teams without creating an overly complex benefits package?

This session explores how moving away from a one-size-fits-all approach and embracing personalized benefits can create a more inclusive, flexible, and effective strategy. Learn how tailored offerings can empower employees to choose the benefits that matter most to them—leading to higher satisfaction, better engagement, and a stronger overall culture.

The pharmacy landscape is shifting rapidly—and employers are feeling the pressure. From skyrocketing drug prices to the rollout of game-changing treatments like GLP-1s, benefits leaders must find ways to balance innovation with affordability. This session offers a timely look at the current state of pharmacy benefits, with a focus on high-cost drugs, biosimilars, and the growing role of specialty and generic medications. Experts will share practical strategies to optimize your pharmacy benefit design, improve cost transparency, and help employees access the medications they need without breaking the bank.

In an era of heightened political and social tensions, workplace civility has never been more critical. In this candid fireside chat, SHRM Chief Human Resources Officer Jim Link joins EBN’s Alyssa Place to explore how HR and business leaders can foster a culture grounded in respect, empathy, and open dialogue.

Jim will share actionable strategies for promoting civil discourse across teams—including the importance of active listening, collaboration, curiosity, and constructive feedback. The conversation will also cover how to set expectations for behavior, encourage civic participation without partisanship, and build training programs and policies that support a more inclusive and communicative workplace.

Key takeaways include:

Join us for an inspiring and timely conversation on the power of words, actions, and leadership in shaping a more respectful workplace.

Join us for a dynamic panel discussion featuring three of Employee Benefit News’ 2025 Excellence in Benefits honorees—HR and benefits leaders who are redefining how organizations support their people.

In the age of GLP-1s, balancing costs with providing access to weight care has become a challenge for benefits leaders. If coverage is made available, it could cost employers $10K per employee annually–a cost that skyrockets to $35K per family annually if coverage exists for employees and their dependents.

Igniting a culture of employee wellness that prioritizes preventative care, not reactive spending, shouldn’t be a balancing act. The long-term side effects of not treating obesity and its chronic conditions are far greater than the challenges resulting from GLP-1s. With the right tools, organizations can create a benefits design that improves lives while controlling costs.

In this session, Adele Feng, Director of Clinical Operations at Found, and Corey Gilchrist, VP of Total Rewards at Shamrock Foods Company will dive into: