As anyone with more than a handful of employees knows, enrollment and management of employee benefits is a frequently tedious, time consuming process. Between the constant fight to remain in compliance with HIPAA and other federal and state laws, open-enrollment periods that can keep HR professionals tied up for weeks at a time, and the usual demands of hires, fires and COBRA issues, you have a major man-hours project on your hands.

At one time or another you have likely received an email informing you that you will need to change your password for one of the websites you visit. The trigger for these advisories is often a data breach, a nightmare scenario in which a hacker gains access to consumer data, which could include personal information such as credit card numbers, social security numbers and addresses.

According to a 2013 employer survey conducted by Accelir, a human resource strategy advisory firm, 91 percent of companies include a service rewards program as part of their employee benefits package. In addition to traditional milestone awards for five, 10 and 20 years of employment, many of these companies are beginning to recognize employees after as little as one year of service.

As a small business owner, you’ve probably spent hours reading about the changing face of America’s workforce as Baby Boomers retire and Generation Y—or the Millennials, born between 1980 and 1993—take their place. Most reports would lead you to believe that managing a multigenerational workplace is difficult, and that Millennials—with their penchant for technology and drive to advance their careers—are likely to start a perhaps unwanted revolution. But a recent survey conducted by IBM has something else to say.

Should employers concern themselves with the wellness of their workers? If employers want to spend less for health care costs, the answer is yes. This claim is based on many studies on big companies that adopt a wellness plan.