Almost half of health workers report feeling burned out “often” or “very often”, signaling rising stress among clinical staff. This escalating burnout not only undermines staff well‑being but also threatens patient care quality and organizational stability.

The 2024 NSI National Healthcare Retention & RN Staffing Report states that hospitals experienced an overall turnover rate of 20.7%, with registered nurse turnover at 18.4%, underscoring ongoing workforce churn in clinical settings. An American Hospital Association poll also found that 88% of nurses worry about how staffing shortages affect patient care, and 63% report being assigned to too many patients at once, highlighting the critical need for effective retention and support strategies.

In healthcare settings, PTO liabilities can balloon quickly. For example, at an average unused PTO liability of $7,600 per full‑time employee, a mid‑sized hospital with 800 staff members would carry over $6 million in PTO obligations on its balance sheet. That’s money hospitals could instead reinvest in patient care, staff training, or critical equipment.

In healthcare settings, rigid benefit structures are especially problematic. Aon’s 2024 Benefits Survey of Hospitals revealed that fewer than 15% of hospitals provide any customizable PTO redemption or alternative leave options, underscoring the need for more flexible solutions tailored to the diverse needs of healthcare professionals.

Your staff can make pre-tax contributions to 401(k) / 403(b) or post-tax contributions to Roth plans

Employees can pay down student loans, make tuition payments or fund their 529 plans

Enable alternative options for eligible employees to contribute pre-tax for HSA

Deliver choice and flexibility for employees to manage rising inflation or unexpected expenses

Allow employees to use excess PTO for discounted airfare, hotels, car rentals, and more

Increase participation and offer an alternative way to cover the cost of monthly premiums