Your Benefits Broker Should Save You More Than They Cost.
Most employers overpay for benefits — not because they’re careless, but because they don’t have an expert in their corner at renewal time. JS Benefits Group delivers measurable, documented savings through smarter plan design, aggressive carrier negotiation, and compliance that prevents costly mistakes.

The Numbers Are Staggering.
Healthcare costs are projected to rise 7–8% in 2026, yet 67% of employers renew without ever shopping the market — because carriers count on that inertia. We don’t let that happen. From level-funded plan design to ACA compliance, our clients typically save 15–30% in year one — and every service is included at no additional cost.

Real Employers. Real Savings.
A Pennsylvania manufacturer with 145 employees saved $187,000 in year one. A New Jersey firm avoided $94,500 in IRS penalties. A Delaware healthcare organization reduced premiums by 22% — while employees actually preferred the new plan.

Find Out What You’re Leaving on the Table.
A free benefits analysis takes less than an hour and shows you exactly what your current plan is costing you — and what a smarter strategy would save. No pressure. No obligation. Just numbers.

Submit the form on the left or click here for more information.

Your Benefits Broker Should Save You More Than They Cost.
Most employers overpay for benefits — not because they’re careless, but because they don’t have an expert in their corner at renewal time. JS Benefits Group delivers measurable, documented savings through smarter plan design, aggressive carrier negotiation, and compliance that prevents costly mistakes.

The Numbers Are Staggering.
Healthcare costs are projected to rise 7–8% in 2026, yet 67% of employers renew without ever shopping the market — because carriers count on that inertia. We don’t let that happen. From level-funded plan design to ACA compliance, our clients typically save 15–30% in year one — and every service is included at no additional cost.

Real Employers. Real Savings.
A Pennsylvania manufacturer with 145 employees saved $187,000 in year one. A New Jersey firm avoided $94,500 in IRS penalties. A Delaware healthcare organization reduced premiums by 22% — while employees actually preferred the new plan.

Find Out What You’re Leaving on the Table.
A free benefits analysis takes less than an hour and shows you exactly what your current plan is costing you — and what a smarter strategy would save. No pressure. No obligation. Just numbers.

Submit the form on the left or click here for more information.

About Jennifer Schaefer

Jennifer Schaefer, MBA, CLU, CHFC, RHU, REBC, SHRM-SCP – Employee Benefits Expert | HR Leader | Certified Corporate Wellness Specialist I help businesses lower healthcare costs, implement level funded and self-funded plans, and create benefits programs that attract and retain top talent. Featured in the Philadelphia Inquirer and BestofHR.
29 07, 2020

Things to Consider Before Buying Group Health Insurance

By |2020-07-28T10:24:34-04:00July 29th, 2020|Categories: Group Health, Insurance|

Every employer small or large would want their employees to enjoy good health at all times. It is important to ensure employees remain healthy and satisfied, because their health and satisfaction is directly related to the way they feel on the job and the amount of effort they put in.

In a bid to make sure that their employees are happy and remain healthy without any major health complications, organizations can offer group health insurance. A majority of all talented employees […]

28 07, 2020

The Impact of Temperature on Workplace Productivity

By |2020-07-28T10:24:23-04:00July 28th, 2020|Categories: Workplace|

Conference calls, internet, emails, smoke breaks, gossip sessions and meetings are all known as productivity killers inside the workplace. However, besides these commonly known hindrances, temperature also has a massive role to play in dictating productivity and focus levels inside the workplace.

A new study on this subject matter has found out that hot weather can lead to significant economic losses including loss in productivity, because employees aren’t as productive as they used to be. This means that even adaptation methods […]

27 07, 2020

Reasons Why Your Business Needs a Recruitment Policy

By |2020-07-28T11:38:40-04:00July 27th, 2020|Categories: HR|Tags: |

Recruitment and selection can be a hectic and tiring task for all kinds of enterprise. The entire process of finding the best fit from a pool of given talent can drain the living life out of your recruitment team. However, the hassles of recruitment can be simplified through the use of an effective recruitment and selection policy in your organization.

A proper recruitment and selection policy would make hiring easier for you and would make sure that you find someone who […]

24 07, 2020

Reasons Why You Should Recruit New Employees through LinkedIn

By |2020-07-28T11:38:56-04:00July 24th, 2020|Categories: HR|

It wasn’t that far ago when employers would turn to platforms such as Monster, Craigslist and CareerBuilder to speed up recruitment online. These were the only possible platforms available for recruitment online, and had a number of unqualified candidates on them. Employers would be spammed by a massive number of unqualified candidates, who made recruitment a living hell for them.

However, now with better social media platforms and better technology, recruiting online is easier and more streamlined than it was in […]

22 07, 2020

Reasons Why You Need Gamification in the Workplace

By |2020-07-28T11:39:11-04:00July 22nd, 2020|Categories: Workplace|

HR teams and managers would have a fair idea of how hard it can be to develop positive competition in the workplace today. You’re playing on a thin line and any false step can lead you into the atrocious perils of office politics.

Managers are often very indecisive when it comes to creating competition in the workplace. Competition can very easily turn into politics and you will have people backstabbing each other to get into the good books of the management.

While […]

20 07, 2020

Voluntary Employee Benefits for Student Loan Repayment Support

By |2026-05-07T06:56:41-04:00July 20th, 2020|Categories: Employee Benefits|Tags: |

Voluntary Employee Benefits for Student Loan Repayment Support

Voluntary employee benefits can help employers build a more flexible and meaningful benefits package. One option many organizations may consider is student loan repayment support, which can help employees manage education debt while giving employers another way to support recruitment, retention, and financial wellness.

Student loan debt remains a serious issue for many workers. According to the U.S. Government Accountability Office, as of January 2024, the Department of Education held $1.5 trillion in outstanding federal student loan debt for nearly 43 million borrowers.

For employers, this creates an opportunity to offer benefits that respond to real financial pressures. Student loan repayment support may not be the right fit for every organization, but it can be valuable when designed carefully and included as part of a broader benefits strategy.

What Are Voluntary Employee Benefits?

Voluntary employee benefits are optional benefits employers may offer in addition to core benefits such as health insurance, retirement plans, and paid time off. These benefits may include supplemental insurance, financial wellness tools, legal services, identity protection, tuition support, and education debt support.

Some voluntary benefits are employee-paid, while others may be employer-paid or shared-cost options, depending on how the program is structured. The purpose is to give employees access to benefits that better fit their needs at different stages of life.

An employee with student loan debt may value repayment assistance, while another employee may prioritize retirement planning, disability coverage, or family-related benefits. For employers, voluntary benefits can help round out a benefits package without assuming that one solution works for the entire workforce.

How Student Loan Repayment Support Works

Student loan repayment support is an employer-sponsored benefit that helps eligible employees pay down qualified student loan debt. Depending on the program design, an employer may contribute a fixed monthly amount, an annual amount, or another defined contribution toward an employee’s loan balance.

This type of support may be offered as an employer-funded benefit, a voluntary benefit option, or part of a broader financial wellness program. Employers should be clear about who qualifies, how payments are made, how the benefit is administered, and whether any limits apply.

Because rules and tax treatment can change, employers should review the program with qualified benefits advisors, payroll professionals, tax professionals, or legal counsel before launch.

Why Employers Consider This Benefit

Employers often consider this type of program because it connects to three important goals: attracting talent, retaining employees, and supporting financial wellness.

In a competitive hiring market, candidates often compare more than salary. A benefits package that includes education debt support may stand out to applicants who are actively paying down student loans. For some candidates, this benefit may feel more immediate and useful than a benefit they will not use until later in life.

For current employees, repayment assistance can show that the organization understands financial pressure outside the workplace. When structured clearly and communicated well, it may improve employee satisfaction and support retention.

How This Benefit Supports Financial Wellness

Student loan payments can affect how employees budget, save, plan for retirement, and manage daily expenses. Even a modest employer contribution may help employees feel more in control of their financial situation.

This benefit should not be treated as a complete solution for financial stress. It works best when it is part of a broader financial wellness strategy that may include retirement education, budgeting tools, emergency savings support, and financial counseling.

Employers should also think about employees who do not have student loan debt. Pairing repayment assistance with other financial wellness resources can help make the overall benefits package feel more balanced and useful to a wider group of employees.

What Employers Should Review Before Offering This Benefit

Before offering student loan support, employers should answer several practical questions. Who will be eligible? How much will the employer contribute? Will payments be monthly, quarterly, or annual? Will there be a waiting period? How will employees enroll?

Employers should also consider budget, compliance, payroll coordination, plan documentation, and employee communication. A benefit that is confusing or poorly explained may not deliver the intended value.

The best programs are simple to understand, realistic to maintain, and aligned with the company’s workforce needs.

Is Student Loan Support Right for Every Employer?

Student loan support can be valuable, but it may not be the best fit for every company. Employers should first look at their workforce, hiring goals, retention challenges, and budget.

For example, an employer might contribute a set monthly amount toward eligible employees’ student loans while also offering financial education resources to the rest of the workforce. This gives employees with education debt targeted help while keeping the broader benefits package useful for others.

The goal is not to add benefits just to add them. The goal is to build a benefits package that employees understand, use, and value.

Frequently Asked Questions About Student Loan Repayment Support

Tax treatment can depend on current federal rules and how the benefit is structured. Employers should speak with a tax professional, benefits advisor, or legal counsel before launching a student loan repayment program.

Yes. Small businesses may be able to offer student loan repayment support by choosing a contribution amount and eligibility structure that fits their budget. The program does not have to be large to be meaningful, but it should be clear, consistent, and easy for employees to understand.

It can be, depending on how the program is designed. Some employers offer it as an employer-paid benefit, while others include it within a broader voluntary benefits or financial wellness strategy. The key is to clearly explain who pays for the benefit, who qualifies, and how employees can participate.

There is no one-size-fits-all contribution amount. Employers should consider their budget, hiring goals, retention challenges, workforce demographics, and overall benefits strategy before choosing a monthly or annual contribution.

Examples of voluntary employee benefits may include supplemental insurance, financial wellness tools, legal services, identity protection, tuition support, and education debt support. The right mix depends on the workforce, budget, and the benefits employees are most likely to value.

Talk With JS Benefits Group About Your Benefits Strategy

Voluntary employee benefits can help employers offer more flexible and meaningful support to their workforce. Student loan support is one option that may help employees reduce financial pressure while supporting recruitment, retention, and employee satisfaction.

JS Benefits Group can help your organization review workforce needs, compare voluntary benefit options, evaluate student loan repayment solutions, and build a program that fits your budget and compliance requirements.

If your organization is considering student loan repayment support or wants to improve its voluntary benefits offering, contact JS Benefits Group to discuss the right approach for your workforce.

17 07, 2020

Extremely Poor Employee Benefits No one Asked For

By |2020-07-28T11:39:45-04:00July 17th, 2020|Categories: Employee Benefits|

It isn’t a secret that employees just love benefits. Not only do benefits attract them towards new employment opportunities, but a decent employee benefit can also help them feel appreciated and loved at the current place of work they go to.

However, there are times when these benefits can turn out to be nothing more than a gimmick. Employees can start wondering if the benefits on offer really do benefit them or are just enforced to fit the bill and not […]

15 07, 2020

Benefits of Corporate Wellness Programs

By |2020-07-28T11:39:57-04:00July 15th, 2020|Categories: Wellness Program|

With an added focus on employee benefits and engagement within the workplace, organizations are looking for potential low cost benefits that they can implement for their workers. Corporate wellness has come up as a decent employee benefit here that employers can follow to keep their workers engaged and healthy.

With the risk of several chronic diseases on the rise, organizations want their workers to remain fit and away from these debilitating diseases. Organizations and employers spend a lot of money on […]

10 07, 2020

Things You Shouldn’t Do When Terminating Employees

By |2020-07-28T11:40:26-04:00July 10th, 2020|Categories: HR|Tags: |

Terminating an employee is a stressful job for all parties involved in the process. Besides the employee losing their job, the supervisor or manager tasked with giving them this news also has to be careful and responsible about the way they relay this information to them.

In an organization that cares for its employees, you would want the termination process to be as smooth as possible, without any major hiccups in the process. Firing an employee can take some time, especially […]

8 07, 2020

Advantages of Having a Gym Inside Your Office

By |2020-07-28T11:40:48-04:00July 8th, 2020|Categories: Employee Benefits, Workplace|Tags: |

The workplace dynamics of today are extremely different than they were back in the day. Gone are the days when workplaces would only focus on the work they get out of employees, without caring about their physical and mental well being.

In today’s dynamic work environment, employers are concerned about the well being and safety of their employees as well, which is why they do all they can do to make sure that employees remain happy and satisfied. One such trend […]