How the Pandemic Changed HR’s Views on Virtual Care

How the Pandemic Changed HR’s Views on Virtual Care

This year we’ve heard a lot about the sea change regarding virtual medical care. From a predicted increase at the beginning of the pandemic, we saw virtual care utilization jump up over the spring and summer as people chose remote visits over in-person care. Now that outpatient visits have returned to pre-pandemic levels, benefits experts are asking whether this moment in the sun represented a permanent shift in perception.

We sought answers to one part of that question in our recent State of the Benefits Experience Survey. We asked HR professionals whether the pandemic changed how they felt about providing virtual care, including EAP or behavioral health, to employees. Perhaps unsurprisingly, 89% of HR pros said they now placed greater importance on virtual care.

Let’s dig into how 2020 changed our minds about virtual care and how to maintain this benefit’s momentum in the years to come.

What do we mean by virtual care?

On-demand telemedicine is the type of virtual care widely offered by insurance carriers. Typically,  “telemedicine” refers almost exclusively to the 1:1, synchronous (live) meetings between a doctor and a patient. It’s often accessible through insurance carrier apps or a benefits experience platform, but providers offer this type of care directly as well. From an HR perspective, commonly used types of virtual care include:

  • Virtual medicine appointments – On-demand visits for non-emergent complaints. This type of virtual care can also include appointments with specialists, physical therapists, and more. Typically, these visits take place over video, but providers might also conduct them over the phone. Third-party providers, insurance carriers, and medical offices all offer types of virtual medical appointments.
  • Virtual behavioral health – Mental health support offered via 1:1 meetings with clinicians. Patients can schedule an appointment with a provider and meet with them on an ongoing basis.
  • Employee Assistance Program (EAP) –  EAP isn’t always housed under the telehealth umbrella, but this phone-based service connects employees with remote support for mental health, substance abuse, legal concerns, and more.

2020 changed the way we view virtual care

When much of the U.S. went into lockdown this spring, virtual care provided a lifeline. One study from Harvard University, the Commonwealth Fund, and Phreesia estimated a 60% decline in outpatient procedures in early March. That study found a corresponding rise in telemedicine visits, which peaked in April. According to the researchers, telemedicine visits have declined as primary care visits rebounded to pre-pandemic levels, but overall, telemedicine visits are higher than they were pre-COVID.

“I think telemedicine/virtual care has brought peace of mind to more people for most areas of their health, especially with more mental health options (talk therapy, etc.) available via virtual care during this tough year,” said Natalie Morgan, Director of HR at recruiting software company CareerPlug, via email. “We’ve definitely had people take advantage of it.”

Providers are fueling the shift, too. A McKinsey and Company study found that 57% of providers view telemedicine more favorably than they did before the pandemic, and 64% of providers are now more comfortable using it.

Our survey uncovered that this change in perception extends to HR leaders, too.

“With the onset of the pandemic, there has been a shift for interacting virtually and I think both consumers and healthcare providers have adjusted and learned that the shift to virtual care [is] not so disruptive and much easier to manage than what was once perceived,” Lesa M. Votovich, Vice President of Health and Benefits at consulting firm Cowden Associates, Inc., said via email.

So, will telemedicine enjoy this boost in utilization forever? That depends on a few factors. As an HR leader, one is largely out of your control: carrier coverage.

While many carriers waived fees for in-network virtual care visits over the last six months, several, including United Healthcare, ended those waivers in September. Those waivers allowed patients to visit virtually with providers they used to see in person. As this becomes less accessible and less affordable, patients may turn back to in-person visits, as the Commonwealth Fund study demonstrated.

mental health resources for employees
Behavioral Health, Teletherapy, and EAP: What’s the Difference?

The three most common mental health benefits, Behavioral Health, Teletherapy, and EAP, are difficult to keep straight. 

HR leaders can still support employees by providing on-demand virtual care, including EAP and behavioral health, to fill the gap for employees.

Human resources leaders may also view virtual care as more important due to workforce changes. As the pandemic drags on, many companies are making the shift to permanent remote-first work. CareerPlug made that shift in August, and Morgan says it’s made virtual care even more valuable.

“At this point, I would never change to a provider or plan that didn’t offer robust telemedicine offerings,” CareerPlug’s Morgan said. “If anything, I’d be more open to adopting plans that offered better virtual care benefits, especially as our workforce spreads out and we have some employees in more rural areas without the convenience of healthcare specialists in their town.”

Maintaining momentum in 2021

Why should you put your precious time into promoting your virtual care benefits? While it can never wholly replace urgent care, one study found that on-demand telemedicine visits saved participants an average of $19-$121 per visit. Telemedicine also offers real value for employees who save travel time, worry, and exposure as the pandemic drags on.

Interestingly, when we asked survey participants about their current telemedicine utilization rates, 20% responded they were between 5 and 10%. Fifteen percent placed utilization between 10 and 15%, and 13% set utilization between 15 and 20%. Only 9% reported utilization above 20%.

Utilization for other virtual care benefits, like EAP and behavioral health, is generally estimated to hover around 5%. No matter how much more you value virtual care in 2021, utilization will probably be your biggest hurdle. It can be difficult to access these benefits through carriers, and your employees simply may not understand their value.

One simple answer is to centralize your benefits, including virtual care, in a single platform. Virtual care may have enjoyed a burst of public recognition during the pandemic, but its value will last well beyond this crisis. We know that employers value providing virtual healthcare like never before. Now, it’s time to move from perception toward providing virtual care employees will use.

How to Answer These Time-Sucking HR Questions

How to Answer These Time-Sucking HR Questions

As an HR professional, you’re asked to be a counselor, a payroll pro, a benefits expert, and so much more. We knew HR was juggling tasks. What we didn’t know was just how much time HR professionals were spending each week fielding employee benefits questions.

According to our recent 2021 State of the Benefits Experience Report, it adds up to an average of nine hours per week. Even worse, some professionals spend 20, 30, or even 40 hours per week fielding these HR questions.

We know this isn’t your only job. In fact, your goals are so much bigger than just helping employees understand basic benefits questions. But if HR is ever going to get to deeper issues – benefits utilization, cost-containment, not to mention employee satisfaction – they must first eliminate these frequently-asked questions from their to-do lists. Here, we’ll detail how HR Pros ranked these top questions and the solutions that can take them off your plate.

Finding support contact information (42%)

Nearly one-half of our survey respondents said this was their employees’ top benefits question. That’s bad news -nothing is more frustrating than needing answers quickly and not knowing where to turn. Employees asking for support information may have further questions but are stumbling at the very first step in understanding their benefits.

This question could be filling up inboxes simply because of layout issues – maybe employees can’t find a support phone number or email on their benefits card. Human Resources pros who are fielding this question frequently could make support contact info more available, or consider changing the design of their benefits cards to highlight that information. A benefits experience platform can also help. Keeping all your support contact information in one place and backing it up with live support is the best way to consistently give employees what they need.

Understanding their benefits (38%)

This response is broad, so it’s hard to say which part of their benefits package is most confusing to employees. For clues, we can look to utilization numbers. The largest group (20%) of our respondents reported 5-10% utilization. This resembles industry averages for third-party providers. Carrier averages tend to be even lower. Are employees neglecting to use their benefits because they can’t find them? Connecting the two makes sense.
Yet we know that understanding and utilization are about so much more than education. No education campaign can completely close the gap between the two. Employees need to understand their benefits, yes, but it’s more important that they know where to seek help. When benefits information is in a single location, such as an app, employees don’t have to know the intricacies of their benefits. They just need to open the app.

Understanding medical bills (10%)

Like network coverage, medical bills are confusing. Employees may want assurance that their bill is accurate or may be confused about how their benefits or network apply to their bills. None of that is within HR’s area of expertise, yet we know they’re spending hours each week fielding questions and offering assistance. That’s inefficient, but it also leaves employees exposed to potential errors.

Like tasking them with questions about network coverages, asking HR to serve as billing experts isn’t a long-term strategy. Our own medical Bill Review team spends hours reviewing each bill—and frequently save our clients thousands in billing errors—proving that true expertise and time are the only way to help them avoid unnecessary charges. To solve this problem, consider outsourcing bill review to the experts.

Understanding their network (7%)

Network coverages are tricky, and the results of choosing an out-of-network provider can be financially devastating. Yet this question returns again and again because employees aren’t equipped to find high-quality, low-cost care. Carrier sites are clunky. Price comparison tools are hard to navigate. Family and friends definitely can’t help. So, they turn to HR. It may not be your job to help them search for a doctor, procedure facility, or specialist, but who’s to say how high their bills will climb if you don’t?

This is an impossible problem, but the solution is simple: give employees access to live navigation support. Navigation support means employees can always find a satisfying solution that works within their network coverage. It saves you the headache of performing the search and saves them the gut-churning fear that accompanies an unexpected bill.

Locating ID Cards (6%)

Let’s end with perhaps the most basic question of all: “how do I get my ID card?” We’ve heard that HR gets this question from employees who are already at the dentist, employees who are asking for a spouse, or employees who simply misplaced their card. It’s not their fault – a paper card is hardly the most effective way to communicate benefits. Centralizing benefits gives employees a one-stop-shop approach to these key materials. But how to centralize? While many companies also rely on benefits portals (90% of those we surveyed, in fact) it’s worth pointing out that this solution isn’t typically mobile. Consider a mobile benefits card that’s impossible to lose, forget, or destroy. Most carriers include digital versions of their cards in their individual apps, and pointing employees there may help. A centralized mobile wallet that houses all their cards is an even simpler solution.

Answer these HR questions, save hours every week

Of course, our survey only touched the benefits-focused questions HR must answer each week (and only asked about a few categories, at that). It’s easy to imagine that payroll questions, leave policy requests, remote work concerns, and more make this year especially intense for HR teams. No wonder you’re spending more than a quarter of your week on this task.
Getting ahead of employee questions is, at its core, a matter of giving them the tools and resources to answer questions themselves. Unfortunately, until employees are empowered in this way, you won’t be free to focus on what really matters this year: supporting them. With a mobile solution that includes provider search, Bill Review, a digital wallet, and live support, you’ll be free to focus on serving them better in 2021.

Schedule a demo today to see how HealthJoy is building a better employee benefits experience.

Why EAP Understanding is More Important Than Ever

Why EAP Understanding is More Important Than Ever

We’re approaching 2021 open enrollment under a cloud of mental health concerns. Employees are struggling like never before, and it might feel like you’re ill-equipped to help. Yet we do have tools, and we’re making the case that one of them—the Employee Assistance Program (EAP)—should be a major point of emphasis at this critical juncture.

First, an EAP is a powerful tool to help employees deal with personal and work-related problems. It’s not only the first stop for employee mental health concerns, but a lifeline for legal resource, child and elder care concerns, substance use, and more. In other words, it offers support for the multi-layered struggles employees face right now.

More importantly, employees don’t understand their EAP. As we’ll detail here, our State of the Benefits Experience Survey revealed that most HR leaders feel their employees aren’t grasping the full EAP offering. If you sense the same problem, we’ll discuss the challenges and what to do about it.

Why it matters that EAP understanding is low

We’ve written extensively about 2020’s impact on employee mental health. The short story? The situation is dire. According to the American Mental Health Counselors Association, an estimated 41 percent of Americans are currently experiencing a mental illness. Their report goes on to point out that during the same period last year, less than 10% of adults reported symptoms of anxiety or depression. The AMHCA calls the confluence of systemic racism, the COVID-19 health crisis, and the economic meltdown as “more than a perfect storm.”

We sent our 2021 State of the Benefits Experience Survey to 9,000 HR pros in the summer of 2020 —four months into the nationwide shutdown prompted by the coronavirus pandemic. We asked: In your opinion, are your employees aware of all the resources offered in your EAP (i.e.: financial support, legal support, work issues, family matter support?).

Of the 131 employers who responded to our survey, only 11% believed employees knew about the full offering. Sixty-four percent said they thought employees knew about some, but not all, benefits. What’s more, 7% said they didn’t think employees were aware of their EAP at all. The remaining 18% said they believed employees knew about “most” of their benefits.

You may be doing everything in your power to support employee mental health, but these numbers highlight the gap between your offering and employees’ ability to use them. What’s more, the concept of awareness only gives us insight into the very first step. It doesn’t even touch on utilization, which we know is chronically low for traditional EAP’s. Without even basic awareness of the full offering, employees are missing out on so many of the resources that now, more than ever, are critical for them to thrive.

In addition to short-term mental health counseling, EAP’s also offer:

  • Child and elder care services – resources and support for caregivers. According to NPR, half of Americans reported difficulty finding childcare pre-pandemic, and that number jumped to two-thirds this spring.
  • Substance abuse referral services – short-term counseling and group support resources specifically for employees struggling with substance abuse. Experts agree that substance use has increased during the pandemic. One study from Baptist Health South Florida found that 55% of the adults surveyed reported an increase in past-month alcohol consumption, with 18% reporting a significant increase.
  • Workplace trauma counseling – support for employees struggling with trauma which, during 2020, is a pressing issue for first responders, people of color, and those experiencing workplace COVID-19 outbreaks, among others.
  • Financial counseling – resources to help employees manage their budgets, address debt, and more. Particularly relevant as unemployment remains more than twice what it was at this time last year, and particular industries are hit by continued closures.
  • Legal services – free legal counsel for divorce, bankruptcy, and more.
    Adoption assistance – free legal and financial support for employees who want to pursue adoption.

Right now, employees need all the help they can get. Yet we know they aren’t grasping what you already offer. So how do we bridge the gap?

Employee Assistance Program Guide

EAP’s are often buried in a benefits booklet and ignored. Here, we’ll share our best tips for helping employees navigate life with the help of your EAP.

Four ways to help employees “get” their EAP benefits

Based on our survey and on EAP utilization numbers, we know employees just aren’t wrapping their heads around this benefit. Here are five ways you can begin to change that in 2021:

  1. Focus on EAP during OE – As we recently detailed, 2021 OE won’t look like any other. It will be challenging, but it’s also a chance to improve. As you’re reconsidering you OE strategy, focus communications on the under-utilized benefits employees need right now, including EAP. That may mean emphasizing the parts of your EAP employees don’t already grasp. If your utilization numbers show that short-term therapy is popular but legal support has never been used, consider how you can highlight legal support during OE. Tweak your communications to your employee population.
  2. Work against stigma – mental health awareness is growing, but the stigma associated with treatment is still a hurdle. Sharing anonymous stories, encouraging senior leadership to emphasize EAP, and highlighting anonymity can all encourage employees to feel comfortable picking up their phones and reaching out for help. Read our post The Three Main Barriers to EAP Utilization for more.
  3. Create year-round campaigns – after OE, don’t press pause on EAP. Continue highlighting its benefits in your year-round communication campaigns. Employees may not need their EAP the moment you message them about it, but you never know when a reminder will come at exactly the right time. Whether by email, push communication, or Slack message, keep emphasizing to employees that help and support are just a call away.
  4. Go mobile – our survey revealed that just 7% of employers are using SMS messages to communicate benefits information, and 21% are using app notifications. Yet nearly all (99%) use paper or online enrollment materials. Given that a majority of Americans now own cell phones and most millennials report wanting to receive their benefits information in a different way, this dissonance is jarring. If your employees aren’t grasping your EAP, isn’t it time to try a method of communication that meets them where they already spend time? Use push notifications and SMS to promote under-utilized EAP services.

Now more than ever, employees must grasp your EAP

During 2020’s upheaval, employee support is your priority. We know that most employers already offer that support through an EAP. Yet our recent survey revealed most HR pros don’t feel their EAP education efforts are effective. With employees under mounting stress and work and home colliding, investing in employee understanding now will pay dividends in the future. With a few tools and a little ingenuity, you can help employees wrap their heads around the resources they’ll need most for 2021.

Your 2021 Open Enrollment Roadmap

Your 2021 Open Enrollment Roadmap

As we detailed in Part 1 of this series, we’re heading into an Open Enrollment (OE) with high stakes and more challenges than ever before. And, as our State of the Benefits Experience Report revealed, most HR leaders are planning to head into this unusual time without new benefits or tools.

With that in mind, how can you strategize to achieve your OE goals? Whether you want to drive utilization, contain costs, or improve employee satisfaction next year, these 2021 open enrollment tips can help. In Part 2, we’ll dig into what our survey revealed about how to get there.

First up: revamp your benefits education strategy

Since we asked so many HR pros already, we’ll ask you: how would you rate your benefits education strategy? If the answer isn’t 5/5, it’s time to examine some areas of improvement. Sure, the barriers presented by fully remote work, upended routines, and a crisis that rightfully occupies employee attention are significant. But with these open enrollment tips, creating an OE strategy that works in These Times is possible.

  • Make this the year you try the mobile method. Most employers we surveyed haven’t tapped into mobile-friendly communication solutions like SMS messages and chat tools. According to App Annie, Zoom’s app topped download charts throughout February and March, and other apps like Google’s Meet and Microsoft’s Teams surged, too. General announcements, like enrollment dates or company-wide plan change details, are ideal candidates for these tools. What’s more, mobile devices in 2020 now generated 51.92 percent of global website traffic, so a well designed mobile strategy is vital (see The Best Benefits Engagement Tool You Haven’t Used for more). The best part? They meet employees wherever in the (work from home) world they are.
  • Keep communications short and dynamic. This isn’t the year to get into the weeds in all your communications. Employees are juggling more than ever before, both at work and home, and their attention spans are short. Give them only the basics during OE. Then, make sure they’re supported by a benefits administration system or benefits experience platform that provides navigation support. Employees won’t need details until they REALLY need details; that’s where navigation becomes key. For detailed tips, read our post How to Simplify Benefits Communications for Open Enrollment.

Next: get ahead of questions

Our survey uncovered that HR spends an average of 9 hours per week answering benefits questions. Some outliers reported spending 20, 30, or even 40 hours per week on this task. The short window of OE is your chance to get ahead of these questions. This might be harder to accomplish in 2020. But laying the groundwork with these open enrollment tips just may cut down on questions later. Trust us; your future self will be thankful.

  • Host more “virtual” office hours. During this open enrollment, plan to be more available than ever before. Employees can’t just head down the hall to an open enrollment meeting, and if their parents, jumping on a virtual call might be difficult. What’s more, employees are experiencing “Zoom fatigue” at a rate that makes virtual meetings a questionable method of communication, at best. Unfortunately, video is what most of us are working with right now. So, plan for low attendance by opening more time in your calendar to answer questions and guide employees through your plan.
  • Make a detailed FAQ. Most of our survey respondents reported using an intranet system or benefits portal. If you use one of these tools, find out whether it has the capability to host a Frequently Asked Questions section. With an FAQ at their fingertips, employees may be able to answer basic questions like “where can I get a new benefits card?” and “how can I find my deductible?” We know from the State of the Benefits Experience Survey that these questions top HR’s to-do list and, while uncomplicated, they can be tedious. Why not turn to technology to simplify the process?
  • Leverage your benefits experience platform to answer questions. We know that some questions are too personal or specific to be answered by an FAQ or even HR for that matter. This is where your benefits administrator or benefits experience platform can come to the rescue. When you outsource not just questions but navigation support to one of these services, you save time and increase employee satisfaction. Employees can get help finding their benefits cards and services, but can also find high-quality, low-cost doctors, view their HSA balance, or get support for dependents. When you consider all that 2021 is likely to throw our way, it’s clear navigation support is more essential than ever.
dispersed offices benefits

In this guide, we’ve rounded up our best tips for improving your benefits communication. Whether you want strategies for open enrollment or to improve your year-round communications, this guide has resources for every benefits communication conundrum.

This isn’t a normal year – don’t treat it as though it is.

Employees may not feel they have time right now to consider their benefits, but you know they’ve never been more important. Our survey revealed the biggest problems with 2021 OE, including distracted employees, lack of navigation tools, and outdated education and communication strategies. Facing them down will take a bit of innovation and, in a year like this one, dedication to helping employees grasp your most essential benefits like telemedicine and EAP.

Remember that they may need more time, more empathy, and more answers than before. Above all, in your benefits communications, remember that the important thing is that they choose the best plan for them, and they know how to access care and support when they need it. With that as your focus, you can’t go wrong—no matter what else in 2020 does.

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<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_1' > <div class='gform_heading'> <h3 class="gform_title">State of the Benefits Survey eBook - 1-Col</h3> <span class='gform_description'>Testing form</span> </div><form method='post' enctype='multipart/form-data' id='gform_1' action='/blog/2020/10/' > <div class='gform_body gform-body'><ul id='gform_fields_1' class='gform_fields top_label form_sublabel_below description_below'><li id="field_1_8" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_1_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_9" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_1_9' type='text' value='' class='large' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_4" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_1_4' type='text' value='' class='large' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_5" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_5' >company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_1_5' type='text' value='' class='large' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_1_6" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_6' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_6' id='input_1_6' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_1_7" class="gfield gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_1_7' >Which Best Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_1_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Which Best Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_1' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_1"]){return false;} window["gf_submitting_1"]=true; 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[gravityforms id=9]
<div class='gf_browser_unknown gform_wrapper gform_legacy_markup_wrapper' id='gform_wrapper_9' > <div class='gform_heading'> <h3 class="gform_title">10 Benefits Presentation Tips from TED Talks eBook - 2-Col (Pop-up)</h3> <span class='gform_description'></span> </div><form method='post' enctype='multipart/form-data' id='gform_9' action='/blog/2020/10/' > <div class='gform_body gform-body'><ul id='gform_fields_9' class='gform_fields top_label form_sublabel_below description_below'><li id="field_9_8" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_8' >First Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_8' id='input_9_8' type='text' value='' class='large' placeholder='First Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_9" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_9' >Last Name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_9' id='input_9_9' type='text' value='' class='medium' placeholder='Last Name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_4" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_4' >Email<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_email'> <input name='input_4' id='input_9_4' type='text' value='' class='medium' placeholder='Email' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_5" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_5' >Company name<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_text'><input name='input_5' id='input_9_5' type='text' value='' class='medium' placeholder='Company name' aria-required="true" aria-invalid="false" /> </div></li><li id="field_9_10" class="gfield gf_left_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_10' >Company Size<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_10' id='input_9_10' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>Company Size</option><option value='1-100' >1-100</option><option value='100-500' >100-500</option><option value='500-3000' >500-3000</option><option value='3000-1000' >3000-1000</option><option value='10000+' >10000+</option></select></div></li><li id="field_9_7" class="gfield gf_right_half gfield_contains_required field_sublabel_below field_description_below gfield_visibility_visible" ><label class='gfield_label' for='input_9_7' >What Describes You?<span class="gfield_required"><span class="gfield_required gfield_required_asterisk">*</span></span></label><div class='ginput_container ginput_container_select'><select name='input_7' id='input_9_7' class='large gfield_select' aria-required="true" aria-invalid="false" ><option value='' selected='selected' class='gf_placeholder'>What Describes You?</option><option value='Employer' >Employer</option><option value='Benefit Consultant' >Benefit Consultant</option><option value='TPA' >TPA</option><option value='PEO' >PEO</option><option value='Other' >Other</option></select></div></li></ul></div> <div class='gform_footer top_label'> <input type='submit' id='gform_submit_button_9' class='gform_button button' value='Get Your eBook' onclick='if(window["gf_submitting_9"]){return false;} window["gf_submitting_9"]=true; 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