Blog Posts

Employers are looking for more than product recommendations. They want perspective. They want to understand how supplemental long-term care fits into their overall benefits strategy, whether employees are likely to value it, and how implementation might affect future enrollment decisions.

HR professionals know that employee participation depends heavily on communication and understanding. For the first time, employers have a workforce that is already familiar with the concept of long-term care.

Long-term care is often viewed as a retirement issue but across the country, millions of employees balance full-time jobs while caring for aging parents, spouses, or other loved ones.

For years, long-term care planning suffered from an awareness problem. Most people understood that aging could eventually require assistance, but few considered the financial implications until a parent, spouse, or close friend experienced the need firsthand. WA Cares has changed that dynamic.

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.

If you’re evaluating voluntary benefits in Washington, supplementing WA cares benefits should be on your radar.

From an employee perspective, WA Cares is a starting point—not a full plan. What I’m hearing more often: “I’m glad I have something… but I don’t think it’s enough.”

Thanks to WA Cares people are paying attention to long term care. Now learn why interest is growing in Supplemental Private Long Term Care Insurance.

Private Supplemental Long Term Care Insurance for WA Cares has arrived! Learn about this new voluntary benefit, it's place in the worksite and how it complements existing WA Cares Fund benefits.