Blog Archives

Why TPAs and PEOs Are Choosing DataPath

Third-party administrators (TPAs) and professional employer organizations (PEOs) are under increasing pressure to provide greater value to their employer groups by assisting companies in attracting and retaining top talent, addressing the needs of a multi-generational workforce, and connecting healthcare with financial wellness. To meet this demand, TPAs and PEOs must find ways to improve their business operations with seamless, efficient benefits administration while controlling costs and maintaining compliance. The challenge isn’t just managing the complexity

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Building Customer Loyalty and Retention with Financial Wellness

Traditional banking services alone are no longer sufficient to maintain customer loyalty. Today’s banking customers demand more than transactions and simple accounts; they want financial guidance and tools that can help them thrive. As consumers become increasingly conscious of their overall financial health and seek more support from their financial institutions, banks and credit unions must evolve beyond basic transactional relationships to become true partners in their customers’ financial journey. Financial wellness initiatives that incorporate

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Mental Health Stipends Gaining Popularity – How TPAs and PEOs Can Support Employer Groups

Employers are increasingly acknowledging the vital role of supporting employee mental health. One notable trend is a dramatic increase in the availability of employer-sponsored mental health stipends, marking a fundamental shift in how organizations approach workplace wellness. Professional benefit administrators, such as TPAs and PEOs, are well-positioned to support these mental health initiatives with selected CDH and well-being accounts. Learn more about mental health support and what roles workplace benefits accounts can play. The Growth

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Top Compliance Pitfalls for TPAs — And How to Avoid Them

As a third-party benefits administrator, you serve as the compliance backbone for client plans. Navigating ever-changing regulations, managing COBRA efficiently, safeguarding sensitive information, and administering benefit funds requires vigilance and expertise. A single oversight can result in substantial penalties and damage to your reputation. Here are some of the most common compliance challenges facing TPAs today, with actionable strategies to protect your business and better serve your clients. Changing Regulatory Requirements Managing employer benefit plans

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Boosting Financial Wellness with Emergency Savings Accounts (ESAs)

Financial insecurity remains a persistent challenge for American workers. More than half of Americans cannot cover an unexpected $1,000 expense without borrowing money or selling something, according to Bankrate’s 2024 Emergency Savings Report. This financial vulnerability doesn’t just affect employees’ personal lives. It also directly impacts workplace productivity, retirement readiness, and retention rates. Emergency Savings Accounts are growing in popularity and can be a powerful tool for benefits administrators and employers to strengthen employee financial

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The Great Benefits Reset of 2025

As we progress through 2025, employers and employees are navigating what some industry experts are calling “The Great Benefits Reset.” Economic changes, shifting workforce expectations, and updates in healthcare policies are driving organizations to rethink their benefits strategies, especially regarding health benefit accounts. It is more important than ever for HR leaders and employees to understand these options to make the most of their healthcare investments. The Driving Forces Behind the Benefits Reset Economic Pressures

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COBRA Administration and Compliance in 2025

COBRA stands for the Consolidated Omnibus Budget Reconciliation Act. It’s a key health insurance option for American workers and their families. It allows people to keep their employer-sponsored health coverage in certain situations. They can keep it if they lose their job, have reduced hours, if the employee dies, or if their marital status changes. This can provide comfort during difficult times. Third-party administrators must keep up with federal and state COBRA rules. This ensures

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GLP-1: To Cover, or Not to Cover?

The emergence of glucagon-like peptide-1 (GLP-1) receptor agonists, such as semaglutide and tirzepatide, has greatly improved weight management by providing significant help with weight loss. However, their high costs and growing demand have led to a complex debate among employers about whether to cover them under group health plans. Efficacy and Rising Demand GLP-1 drugs are very effective for weight loss. Semaglutide, for example, can help people lose 15% to 20% of their body weight, making it a strong choice for treating obesity, and demand has surged. An estimated

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Going Beyond the Basics: Building an Effective Well-being Package

The employment landscape has undergone some drastic changes in the past five years. For many companies, remote or hybrid work arrangements have become permanent; Gen Z is bringing new energy and new ideas; and people are reprioritizing their personal needs, seeking non-traditional ways to improve their professional and personal lives. The changing norms and expectations have forced many employers to rethink employee benefits and well-being. With workers in diverse locations and spanning multiple generations, companies

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The Power of HSAs in Bank Financial Wellness Programs

Financial wellness has become a major focus in employee benefits. Financial stresses can dramatically impact mental health, seeping into an employee’s professional life and leading to disengagement, higher absenteeism, and increased turnover. The problem has gotten so pervasive that in Bank of America’s 12th Annual Workplace Benefits Report, 97% of surveyed employers said they felt responsible for employee financial wellness. Yet despite that, only 28% of employers offer financial wellness programs, according to the Harvard

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