About Us
Experienced Employee Benefit Plan Consultants And Administrators Solving Modern Business Challenges
$3 Billion by 2030
Expected market for career development and education serving more than 11 million people in the U.S. as workers realize a need to reinvest in their careers to stay competitive and relevant.
6+ Months
Average time to find new employment now, which puts tremendous financial strain on workers and their families who need resources to last longer during extended job searches.
CareeResilient empowers employee career resiliency with greater professional development and educational opportunities while delivering peace of mind financial solutions. When companies choose CareeResilient for their employees, they are recognized as a model employer prioritizing recruitment and retention and gain greater engagement and productivity. We strive to be the leading provider of resources for employee learning and development benefits utilizing employer-supported, tax-advantaged 529 education savings accounts that deliver individual ownership opportunities to continually grow professional value and relevance.
Unlike other learning and development employee benefit administrators, CareeResilient approaches career transitions realistically, comprehensively, and holistically knowing the time to find good work is taking longer. We also help employers offer voluntary supplemental career interruption insurance to employees. This additional level of financial protection can be made available to those who may lack emergency savings and insure them against long-term unemployment or lengthy career transitions caused by structural disruptions in volatile labor markets.
Why Choose Us
We Deliver Benefits Your Employees Really Want And Need
When employees have peace of mind and their needs met, it improves engagement, productivity, and lowers business costs. We offer solutions to employers who see the value of investing in their retention and recruitment efforts.
Certain demographic populations and socioeconomic groups are more susceptible to and vulnerable in today’s labor market, such as older educated workers, single earners, those with high debt, limited savings, and caregiving responsibilities.
CareeResilient helps you understand the big picture and important intersectional relationship of employee benefit plan design, education and career development, and emerging public policy. The future of work won’t be defined by new technology alone, it will be defined by engagement through restored trust by creating environments where people feel safe, authentic, and valued for their contributions.
Employee Benefit Disconnect
There is no shortage of surveys or findings highlighting the disconnect between what benefits employers are providing their employees and what those employees are demanding. Employees are increasingly disengaged and burned out at work. Many experience career anxiety and fear. They fear layoffs and losing their paycheck and the resulting financial repercussions and insecurity. They fear losing relevance, wondering how they can stay needed, wanted, valued, and listened to in a constantly evolving labor market. Many check out because they are emotionally exhausted, feeling it doesn’t matter when they do everything they are supposed to, and then are unwilling to take necessary risks.
We offer unrivaled expertise to help bridge this gap. We bring years working in employee benefit design, development, and administration, listening to employers and employees to determine the right mix of flexible benefits to meet these needs when they are needed.
Our Solutions
We Build Resources That Prepare Professionals for Lasting Career Success and Provide For Financial Stability in an Uncertain Economy
Education Savings Accounts
We help your employees open their own education savings account. Qualified tuition programs through Section 529 state education savings accounts have been available for 30 years and were originally marketed to help families save for college for their children. However, recent federal and state tax legislation see these accounts also as an important tool addressing professional development and career readiness gaps and want to make them attractive as an emerging employer-supported benefit to employees.
- 529 plans can be opened by anyone, including oneself, to pay for education needs and can now be used for credentialing, certificates, student loan debts, and more.
- States are increasingly pursuing tax policy to encourage and incentivize employers who contribute to their employee’s 529 plan, viewing it as an important career development tool. Eight states recently passed laws allowing this and more will follow.
- Unlike other learning and development benefits, 529 plans offer the distinction of individual ownership and portability if needed for a career transition. They also offer potentially greater tax advantages for both employees and employers.
Career Interruption Insurance
We work with the insurance industry and identify providers to offer income replacement policies as part of your voluntary, supplemental group insurance plan, or sold directly to your employees. Private unemployment insurance is not yet a common insurance product but is emerging in the market to fill income gaps due to today’s uncertain labor market.
- Complements severance and state-provided unemployment insurance (UI), which is often not enough money or doesn’t last long enough.
- Can provide additional financial peace of mind for the 7.8 million that face sudden unexpected job loss. The average time now to find new work is 6 months. 25% who are unemployed remain so longer than 6 months and 20% take a year or longer to find new work.
- It is not needed for everyone but can be a valuable tool for some to purchase who have the foresight to fill their savings gaps knowing financial resources need to last longer in a job search.
How We Work
Add Us to Your Benefits Package
Step 1: Initial Consultation
We listen and confidentially discuss your organizational needs and composition of your workforce. We work with companies of all sizes and in all industries. We help you understand the value proposition and ROI of these benefits and how they can promote your company as a model employer.
Step 2: Sign Agreement
Based on our consultation, we develop a customized TPA agreement allowing your employees to set up the career development, education, and financial security needs that work best for them utilizing our proprietary AI financial assessment. We integrate these benefits into your existing payroll structure.
Step 3: Process Handled
Utilizing our extensive and established networks, we guide employees to set up their education savings account and obtain voluntary coverage with a supplemental career interruption insurance policy if needed. We offset your costs by identifying federal and state tax credits you may be eligible for.
Step 4: Ongoing Support
We are available to your leadership teams and employees to help advise and consult them on participation, results, and emerging trends in employee benefits and policy relating to career and professional development, education, and workforce engagement. Let our solutions address your problems.
Frequently Asked Questions
have questions? we’ve got answers!
Why should I open an education savings account? Aren’t they meant to save for college for my child?
Most anyone can open and save in a 529 account, including oneself to pay for learning. Even if you are an educated and experienced professional and have a good career now, the world of work today is dynamic, and a 529 account can prepare you with more options in the event of career transition.
Lifelong learning is becoming increasingly necessary to stay competitive, relevant, obtain new skills, or pivot into new roles. Individuals now must be able to learn, unlearn, and relearn repeatedly throughout their career. Newer generations of workers are also expecting employers to offer learning and development benefits to assist them.
Increasing levels of structural long-term unemployment and underemployment now affect 1 out of every 4 people in the workforce. Certain demographic populations and socioeconomic groups are even more at risk. Having resources available to help pivot is becoming increasingly necessary.
Recent federal tax law changes are recognizing these shifts and now allow 529 accounts to pay for credentialing and certificate programs in addition to tuition, allow for the repayment of student loan debt, and if you end up not needing the account for education, you can convert it to a retirement account. States also are recognizing the need for continuing education and are incentivizing employers to help fund accounts as an employer-supported employee benefit. Eight states now allow corporate tax credits for employers who contribute to an employee’s 529 plan. We believe these trends will continue and can show you how to take advantage of these opportunities.
I want to further my career and professional development. Why is a 529 better than other benefits?
CareeResilient believes recent tax changes to 529 education savings accounts are making them the new preferred vehicle for learning and development benefits offered through the workplace.
Companies have long benefited from various tax incentives to encourage contributing to the education or skills attainment of their workforce. Section 132, fringe benefits, allows for expenditures to improve the ability of a person to perform their job. Section 127, education assistance, allows expenditures to reimburse tuition and student loan debt. Recent law changes also factor in student loan payments toward employer-provided retirement matching.
What makes 529 plans different and more attractive is individual ownership, portability, and their superior tax benefits. The aforementioned benefits only apply if one is still working in that company. They cease if they don’t. Importantly, during a job transition, 529 plans stay with their owners to support their next career move. They also come with higher annual contribution limits and substantial individual state tax credits. Recent tax changes at the federal and state level are signaling this paradigm shift. There is now more flexibility in use of these funds, while several states now provide corporate tax credits to employers who contribute to their employee’s accounts resulting in higher balances.
Why do I need to worry about career resiliency when the unemployment rate is only 4.6%?
The unemployment rate is only a monthly survey determined by the U.S. Department of Labor’s Bureau of Labor Statistics. In this survey, if you worked even a few hours, you are considered employed. If you stop looking for work, you aren’t factored into the survey. It doesn’t count the actual number of those unemployed or underemployed. Many economists place the real number much higher than the official rate, somewhere near 25%, which includes those who are jobless, seeking but unable to find full-time work, discouraged from looking, or underemployed in low wage jobs they are overqualified for. This highlights much deeper issues facing America’s workforce. Anecdotally, this is occurring with increasing regularity to educated, experienced professionals.
We have long been ignoring the measure of quality in jobs. According to Gallup’s latest American Job Quality Study, 60% of workers report not holding positions that meet their basic financial needs, where they feel respected, can grow their skills, have a voice in decision making, and exercise control over their work. However, when they have and use employer-provided learning and development benefits, they report a 20% increase.
I have limited savings. What can I do to be better prepared to protect my assets in emergencies?
Many Americans live paycheck to paycheck. 1 in 5 employees tapped their retirement fund early, a 23% increase from the year before. This isn’t a sign of poor financial habits or planning, but rather a sign of financial survival for many. With limited savings to cover a $400 emergency, 29% used this money to pay for everyday expenses, 29% used it to pay debt, and 16% used it for an emergency. Two-thirds of Americans have no retirement savings and the third that do have a median balance of $15,000. -Federal Reserve
Recent policy establishing emergency savings accounts through retirement plans and additional flexibility to take qualifying distributions from a retirement plan penalty free are encouraging. While saving is often the preferred way to address emergencies, adding insurance can fill important gaps to help you manage risks until savings levels increase. Without it, retirement accounts can be exposed to leakage and lead to more reliance on an uncertain Social Security system later in life.
How can career interruption insurance fill gaps in my financial situation if I am still struggling to save?
The combination of severance, public unemployment insurance, savings, emergency retirement withdrawals, utilizing debt, and accessing public assistance, if eligible, may not be enough to withstand extended unemployment and last during lengthy career transitions. Career interruption insurance can be an important financial tool available to consider to fill those gaps and provide you with added peace of mind.
7.8 million face sudden unexpected job loss. The average time now to find new work is 6 months. 25% who are unemployed remain so longer than 6 months and 20% take a year or longer to find new work. Resources must be available for extended periods to protect you from these statistics.
Many utilize insurance to provide added protection for their most valued assets against perils. We believe your career should be one of them.
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See how CareeResilient can build an in-demand employee benefits experience for your employees that improves their engagement and your workplace productivity.