Blog Posts

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.

Many employees spend years preparing for retirement. They contribute to 401(k) plans, build emergency savings, and carefully plan future income. Yet one of the largest potential expenses in retirement often receives surprisingly little attention: long-term care. Unlike many financial risks, long-term care costs are difficult to predict.

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.”

Long-term care isn’t just a future issue. It’s already affecting your workforce. 1 in 5 employees is currently a caregiver. Caregiving = higher stress, absenteeism, productivity loss.