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For decades, employee benefits have largely fallen into one of two categories: benefits sponsored by employers or programs administered by government. WA Cares introduces a different way of thinking. Rather than replacing private insurance or expecting employers to solve the long-term care challenge alone, Washington has established a public foundation that can be enhanced through private solutions.

Five Questions Every HR Director Should Ask About WA Cares Supplemental Benefits Every emerging benefit creates questions. That's healthy. Before considering any new voluntary benefit, HR leaders should evaluate how it fits within their broader employee benefits philosophy and workforce needs. Here are five questions worth asking. 1. Does this solve a real employee need? Long-term care planning affects nearly every employee eventually—either personally or as a caregiver. The

The emergence of WA Cares has created the conditions for a new generation of supplemental long-term care products that are designed with a very different purpose. Rather than replacing traditional long-term care insurance, these products complement the foundation that WA Cares already provides.

For brokers and consultants in WA this is a positioning moment. After the dust settled on WA Cares opt-outs approximately 85% of employees were still enrolled in the program. Get ahead of the conversation with your clients and position the opportunity.

The gap between WA Cares and real long term care costs can be significant. Learn more about supplementing with SPLTCI.