While recent arguments have brewed over whether paid family leave in the United States should be a government or an employer covered benefit, there has never been disagreement over how beneficial it can be for parents. The major concern lies in the return of interest for employers. Not only does a business lose a possibly integral employee for months at a time, but paying for that employee and a replacement doesn’t seem worth it, at least in the short term. However, paid family leave can benefit both employers and employees in the long run.

As millennials continue to take over the workforce- a projected 75% by 2025 according to the Governance Studies at Brookings—benefit programs must adjust with them. Here are a few ways to attract and keep this new talent.

With the ever-changing healthcare landscape, employers constantly struggle to meet the benefits needs of their companies. Doing “more with less” seems to be the trend as employers scramble to meet the regulations on laws concerning the Affordable Care Act, Medical Leave Act, Americans with Disabilities Act and paid parental leave.

During Open Enrollment season it’s important to understand all the benefit options available to your employees. An especially hot topic is that of Flexible Spending Accounts (FSA) and Health Savings Accounts (HSA). They both have a lot in common: they use tax-free dollars to help people manage their health care, and they’re easy to set up and don’t require employees to change anything about their medical benefits. The similarities however stop here, and the differences are key to understanding which you should go with.