{"id":4242,"date":"2024-02-01T12:58:00","date_gmt":"2024-02-01T17:58:00","guid":{"rendered":"https:\/\/primepay.com\/blog\/how-to-set-up-a-small-business-employee-benefit-program\/"},"modified":"2025-12-02T12:19:37","modified_gmt":"2025-12-02T17:19:37","slug":"how-to-set-up-a-small-business-employee-benefit-program","status":"publish","type":"post","link":"https:\/\/primepay.com\/blog\/how-to-set-up-a-small-business-employee-benefit-program\/","title":{"rendered":"Benefits for Small Businesses: How to Design and Implement Your Plan"},"content":{"rendered":"\n<p><span style=\"font-weight: 400;\">You\u2019re creating a benefits plan for your small business. It must resonate with top talent, provide well-rounded options, and signal to current and future employees that you care about their well-being. The catch? It also needs to be sustainable and within budget.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Building benefits packages can be complex, so it\u2019s essential to follow straightforward, actionable steps to determine which benefits matter most and how to offer them effectively.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The advice below focuses on how to build a benefits plan to enhance employee satisfaction and drive retention, all without compromising your company\u2019s financial well-being.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\" id=\"jump-link-one\"><span style=\"font-weight: 400;\">Understanding Small Business Employee Benefits<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Did you know that nearly half of your team might be eyeing the exit if they&#8217;re unhappy with company benefits? This fact may sound surprising, but it\u2019s one to recognize as you build out benefits for your small business.\u00a0<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">That\u2019s because, as a small business owner, your team is one of your most valuable assets. You don\u2019t want your top talent (and their experience, knowledge, and skills) to walk out the door, especially over something in your control. Therefore, your benefits plan and other policies should acknowledge your employees\u2019 needs, well-being, and financial future.&nbsp;<\/span><\/p>\n\n\n\n<p class=\"has-info-light-trans-20-background-color has-background\"><span class=\"callout\"><span style=\"font-weight: 400;\"><strong>Note: <\/strong>While a <\/span><a href=\"https:\/\/www.shrm.org\/topics-tools\/news\/benefits-compensation\/shrm-benefits-survey-finds-renewed-focus-employee-well\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">study by SHRM<\/span><\/a><span style=\"font-weight: 400;\"> found that health care was the most important benefit to employees, it\u2019s important to examine retirement, leave, additional disability coverage options, and mental health as well. In fact, business spending for mental health coverage has risen <\/span><a href=\"https:\/\/www.rand.org\/news\/press\/2023\/08\/25\/index1.html#:~:text=Spending%20on%20mental%20health%20services%20rose%20by%2053%20percent%20from,services%20increased%20by%2039%20percent.\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">53% since March 2020<\/span><\/a><span style=\"font-weight: 400;\">, which signals that more and more companies are recognizing the importance of mental wellness in the workplace.<\/span><\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">The Role of Health Insurance in Benefit Packages<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Most people immediately jump to group health insurance when they think of benefits, and for good reason. Health insurance provides a safety net for employees by covering qualified medical expenses and promoting regular healthcare access (BTW: have you scheduled your yearly physical yet?).<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Selecting an appropriate health insurance plan for a small business entails weighing factors such as whether to offer a single plan or various health insurance plans for employees. Options include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Preferred Provider Organization (PPO) plans<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Health Maintenance Organization (HMO) plans<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Health Savings Account (HSA)-qualified plans<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Flexible Spending Account (FSA)-qualified plans<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Indemnity (AKA fee-for-service) plans<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Retirement Savings Plans: A Key Employee Perk<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Want to really step up your small business benefits package? Include a <\/span><span style=\"font-weight: 400;\">retirement savings plan<\/span><span style=\"font-weight: 400;\">. By doing so, your benefit offerings will help support employees\u2019 present well-being <\/span><i><span style=\"font-weight: 400;\">and<\/span><\/i><span style=\"font-weight: 400;\"> allow them to establish financial security for the future.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Options for retirement savings plans among small businesses can include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">SIMPLE IRA<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">SEP IRA<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Traditional or Roth IRA<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Solo 401(k)<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">However, when selecting benefits for your small business, matching or contributing to retirement plans may not be in your current budget. If that\u2019s the case, build out your other offerings, but put retirement benefits on your roadmap.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Besides caring about your people\u2019s financial well-being, including retirement benefits can:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><b>Give you the competitive edge.<\/b><span style=\"font-weight: 400;\"> Only <\/span><a href=\"https:\/\/www.benefitnews.com\/advisers\/news\/gusto-small-business-retirement-savings\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">22% of small and medium-sized businesses<\/span><\/a><span style=\"font-weight: 400;\"> offer retirement benefits. Adding this option to your small business benefits package will make you stand out to candidates.<\/span><\/li>\n\n\n\n<li><b>Help attract top talent. <\/b><span style=\"font-weight: 400;\">If you want to tip the scale in your favor and secure top candidates, a retirement plan will help. <\/span><a href=\"https:\/\/www.businesswire.com\/news\/home\/20190711005002\/en\/Multi-Country-Survey-Finds-Workers-Cite-Pension-Retirement\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">A study by Businesswire<\/span><\/a><span style=\"font-weight: 400;\"> found that 62% of candidates consider the availability of a retirement plan when deciding whether to accept a job.<\/span><\/li>\n\n\n\n<li><b>Increase retention rates.<\/b><span style=\"font-weight: 400;\"> Regarding retention rates, many HR leaders focus on findings from the employee lifecycle. But financial planning has emerged as another contender to consider \u2013 <\/span><a href=\"https:\/\/www.pwc.com\/us\/en\/services\/consulting\/business-transformation\/library\/employee-financial-wellness-survey.html\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">76% of employees<\/span><\/a><span style=\"font-weight: 400;\"> are likely to be attracted to another company that cares more about their financial well-being.&nbsp;<\/span><\/li>\n<\/ul>\n\n\n\n<h3 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Additional Coverage: Disability and Life Insurance<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">Beyond health insurance and retirement plans, employees appreciate additional coverage options like disability and life insurance as part of their benefits package. Disability insurance, for instance, provides a safety net for employees with work incapacity, enabling them to meet financial responsibilities and provide for their families.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">The associated costs for disability insurance for small businesses typically range from 1% to 3% of their income. This investment is invaluable in ensuring employees\u2019 financial security and peace of mind, making it a key component of a competitive benefits package.<\/span><\/p>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">4 Steps To Creating and Rolling Out an Employee Benefits Program<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">Crafting a <\/span><span style=\"font-weight: 400;\">benefits package for small businesses<\/span><span style=\"font-weight: 400;\"> is an intricate process. Below are four steps to set you in the right direction as you design and communicate your employee benefits plan.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-two\"><span style=\"font-weight: 400;\">1. Design Your Small Business Benefits Program<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">The first \u2013 and arguably, the most complex \u2013 step is designing your benefits package. To develop a comprehensive package, execute the following four tasks:<\/span><\/p>\n\n\n\n<ol class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Strategic planning<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Careful budgeting<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Selection of suitable benefits plans<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Determining fair and competitive employer contributions<\/span><\/li>\n<\/ol>\n\n\n\n<p><span style=\"font-weight: 400;\">Yes, there are four steps within the first step\u2026 but these action items ensure that your benefits package is financially sustainable for the business and valuable and appealing to the employees.<\/span><\/p>\n\n\n\n<p><span class=\"callout\"><span style=\"font-weight: 400;\">Note: Your business size and financial runway are pivotal in the benefits you can afford to provide. Small and medium-sized companies should recognize which employee benefits attract and <\/span><a href=\"\/blog\/8-ways-to-retain-top-talent-at-your-company\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">retain talent<\/span><\/a><span style=\"font-weight: 400;\"> and tailor their benefits program to reflect their findings.&nbsp;&nbsp;<\/span><\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Set Your Benefits Budget<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">Consider the average cost of health insurance premiums when establishing your benefits budget. These costs can range from $703 to $8,435 per year for single coverage and from $1,997 to $23,968 per year for family coverage. While expenses fluctuate based on your business\u2019s size and the range of benefits provided, it\u2019s recommended to <\/span><a href=\"https:\/\/www.bls.gov\/news.release\/ecec.nr0.htm\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">allocate 15-30% of your revenue<\/span><\/a><span style=\"font-weight: 400;\"> to pay your employees (this percentage includes both salaries and benefits).&nbsp;<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Determine Employer Contributions<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">To determine employer contributions to benefits plans, carefully assess the business\u2019s financial resources alongside the needs and priorities of the employees. This process involves considering various benefits options \u2013 like medical insurance, retirement plans, and student loan repayment programs \u2013 while ensuring that the benefits align with employees\u2019 expectations and provide meaningful value.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">For health insurance, employers typically cover approximately 80% of premiums for single coverage and around 70% for family coverage. For retirement savings plans, the standard practice for employer contribution typically ranges from 3% to 6%. These contributions can significantly impact employee satisfaction by demonstrating the employer\u2019s commitment to their well-being and future.<\/span><\/p>\n\n\n\n<p class=\"has-info-light-trans-20-background-color has-background\"><span class=\"callout\" style=\"font-weight: 400;\"><strong>Note:<\/strong> As mentioned, tighter budgets may not allow for high employer coverage or retirement contributions. Until your budget increases, consider offering alternatives \u2013 such as free financial planning workshops \u2013 to demonstrate your prioritization of employee wellness.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-three\"><span style=\"font-weight: 400;\">2. Implement Employee Feedback in Benefits Selection<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">What good is offering pet insurance if none of your employees own an animal? Needless to say, it\u2019s crucial to incorporate employee feedback as you begin planning your benefit offerings.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">In short, by conducting employee surveys and customizing benefits options based on insights, small businesses can ensure their benefits package meets the diverse needs of their people.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Conduct Employee Surveys for Benefit Preferences<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">Administering employee surveys is an active way to grasp benefit preferences. This approach empowers employees to vocalize their needs in a constructive way and ensure the benefits package remains relevant and appealing.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">To gather valuable insights into what employees value most, select a suitable methodology, craft well-designed questions, and prioritize confidentiality. High employee participation is important, so it\u2019s crucial to not only email out a link but also announce the timeline during an All Hands meeting and have department and team leads encourage direct reports to complete the survey.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Customize Benefits Options<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">You\u2019ll want to brush up on your tightrope skills, as selecting suitable benefits plans is a balancing act between the business\u2019s spending capacity and employees\u2019 preferences. The key is to offer various benefits that employees value so they can choose the options that best suit their needs.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Customizing benefits options allow employees to select the coverage that aligns with their unique needs. While executing multiple options requires extra time, resources, and communication, the rewards are worth the effort\u2013 research shows that <\/span><a href=\"https:\/\/www.rogersgray.com\/2015\/03\/27\/voluntary-benefits-help-to-promote-job-satisfaction\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">40% of employees<\/span><\/a><span style=\"font-weight: 400;\"> increase their loyalty to their employer if benefit options are customized to meet their needs.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Luckily, <\/span><span style=\"font-weight: 400;\">HR <\/span><span style=\"font-weight: 400;\">s<\/span><span style=\"font-weight: 400;\">oftware<\/span><span style=\"font-weight: 400;\"> can facilitate the customization process. Benefit Administration functionalities during <\/span><span style=\"font-weight: 400;\">open enrollment<\/span><span style=\"font-weight: 400;\"> can provide employees with a personalized experience, enabling them to explore and understand their benefits options at their own pace.&nbsp;<\/span><\/p>\n\n\n<div class=\"wp-block-image\">\n<figure class=\"aligncenter\"><img loading=\"lazy\" decoding=\"async\" width=\"1920\" height=\"1058\" src=\"https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA.jpg\" alt=\"PrimePay Employee Benefits Summary with FSA\" class=\"wp-image-4164\" title=\"\" srcset=\"https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA.jpg 1920w, https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA-768x423.jpg 768w, https:\/\/primepay.com\/wp-content\/uploads\/PrimePay-Employee-Benefits-Summary-with-FSA-1536x846.jpg 1536w\" sizes=\"auto, (max-width: 1920px) 100vw, 1920px\" \/><\/figure>\n<\/div>\n\n\n<p class=\"has-text-align-center\"><i><span style=\"font-weight: 400;\">HR software with benefit administration features, like Enrollment Wizards, makes choosing the right benefits a breeze and takes the lift off HR teams.<\/span><\/i><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-four\"><span style=\"font-weight: 400;\">3. Communicate the New Benefits Package<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">You\u2019ve spent months budgeting, researching, consolidating data, and finalizing your plan. Now comes step three, perhaps the most vital step of all: announcing the offerings to employees.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">To ensure your communication efforts go smoothly and equip people with the right information for open enrollment, craft a clear message, select multiple channels for notifications, and involve key stakeholders.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Whether through email, video conferencing, or in-person meetings, communication should be straightforward, concise, and accessible to all employees. In this strategy, everyone receives the same message, understands the benefits, and learns how to maximize them.<\/span><\/p>\n\n\n\n<p class=\"has-info-light-trans-20-background-color has-background\"><span class=\"callout\"><span style=\"font-weight: 400;\"><strong>Note:<\/strong> Transparency is important here. For example, let\u2019s say 63% of employees desire <\/span><a href=\"\/blog\/transit-benefits-to-make-employees-commute-better\/\" target=\"_blank\" rel=\"noopener\"><span style=\"font-weight: 400;\">commuter benefits<\/span><\/a><span style=\"font-weight: 400;\"> but it\u2019s not feasible for your budget. Communicate your reasons for not including it in your small business benefits package (and potentially offer other ways to offset commuter costs) so employees feel heard and respected.&nbsp;<\/span><\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Create Clear Communication Materials<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">Insurance and benefits explanations are usually as clear as mud. It\u2019s therefore important to use simple language and avoid technical jargon so employees understand their options for the year.&nbsp;&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Visual aids such as infographics and charts can further enhance comprehension, making the information more relatable and easily understood. Online tools and personalized benefits counseling can also contribute to a better understanding of the benefits and encourage employees to engage with their benefits actively.<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Host Informative Sessions<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">Hosted informative sessions allow employees to ask questions and better understand their benefits package. These sessions can be organized as Q&amp;A sessions, lunch and learn sessions, or virtual meetings to provide employees with easy access to information.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Make sure your sessions cover many topics, including health insurance coverage, retirement benefits, and employee assistance programs. They should also be well-organized, with speakers prepared to deliver concise and relevant responses to employee inquiries.&nbsp;<\/span><\/p>\n\n\n\n<h3 class=\"wp-block-heading\" id=\"jump-link-five\"><span style=\"font-weight: 400;\">4. Monitor and Adjust Your Benefits Offering Annually<\/span><\/h3>\n\n\n\n<p><span style=\"font-weight: 400;\">You\u2019ve designed your benefits plan. You\u2019ve rolled it out company-wide. The process is over, right? Not so fast.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">You\u2019ll want to regularly monitor and adjust the benefits you offer to continue meeting the needs of your people.&nbsp;<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Adapting to Employee Needs<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">You\u2019ve most likely heard the quote, \u201cThe only thing constant is change,\u201d which fortunately (or unfortunately) is incredibly applicable in the business world. Changes in work arrangements, economic fluctuations, and increased emphasis on work-life balance are some factors that can lead to shifting employee benefit offerings.<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Some key indicators signaling the need for adjustment include a low benefits enrollment rate, frequent questions and complaints about benefits, and low employee morale.&nbsp;<\/span><\/p>\n\n\n\n<h4 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Regularly Review Benefits Utilization<\/span><\/h4>\n\n\n\n<p><span style=\"font-weight: 400;\">You should also review benefits utilization within your comprehensive annual review. This process includes:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">Soliciting feedback from employees on their experiences with current benefits<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Reassessing plans to ensure ongoing value<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Adjusting the benefits package in response to usage data and market dynamics<\/span><\/li>\n<\/ul>\n\n\n\n<p><span style=\"font-weight: 400;\">By conducting employee surveys, tracking changes in benefits preferences, and disseminating updates through multiple communication channels, you can better adapt your small business benefits package to meet these evolving needs and continue to offer value.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">Critical signs of successful benefits usage include:<\/span><\/p>\n\n\n\n<ul class=\"wp-block-list\">\n<li><span style=\"font-weight: 400;\">High utilization rate<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Low emergency department use<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Minimal prescription drug utilization<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">High employee capacity<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">Low staff turnover rates<\/span><\/li>\n\n\n\n<li><span style=\"font-weight: 400;\">High benefits utilization rate<\/span><\/li>\n<\/ul>\n\n\n\n<h2 class=\"wp-block-heading\"><span style=\"font-weight: 400;\">Designing a People-First Small Business Benefits Package&nbsp;<\/span><\/h2>\n\n\n\n<p><span style=\"font-weight: 400;\">A well-rounded benefits package is vital for small businesses to attract and retain top talent and enhance employee satisfaction and productivity. To create a people-first benefits plan for your small business, set your budget, allow employee input, communicate your offerings, and adjust accordingly.&nbsp;<\/span><\/p>\n\n\n\n<p><span style=\"font-weight: 400;\">By staying responsive to employee needs and preferences, small businesses can ensure their benefits package remains competitive, valuable, and fiscally responsible, contributing to the success of both their employees and the business.<\/span><\/p>\n","protected":false},"excerpt":{"rendered":"<p>You\u2019re creating a benefits plan for your small business. It must resonate with top talent, provide well-rounded options, and signal to current and future employees that you care about their well-being. The catch? It also needs to be sustainable and within budget.&nbsp; Building benefits packages can be complex, so it\u2019s essential to follow straightforward, actionable [&hellip;]<\/p>\n","protected":false},"author":44,"featured_media":4244,"comment_status":"closed","ping_status":"closed","sticky":false,"template":"","format":"standard","meta":{"_acf_changed":false,"content-type":"","footnotes":""},"categories":[13],"tags":[],"class_list":["post-4242","post","type-post","status-publish","format-standard","has-post-thumbnail","hentry","category-benefits-compliance"],"acf":[],"_links":{"self":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4242","targetHints":{"allow":["GET"]}}],"collection":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts"}],"about":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/types\/post"}],"author":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/users\/44"}],"replies":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/comments?post=4242"}],"version-history":[{"count":3,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4242\/revisions"}],"predecessor-version":[{"id":11701,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/posts\/4242\/revisions\/11701"}],"wp:featuredmedia":[{"embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media\/4244"}],"wp:attachment":[{"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/media?parent=4242"}],"wp:term":[{"taxonomy":"category","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/categories?post=4242"},{"taxonomy":"post_tag","embeddable":true,"href":"https:\/\/primepay.com\/wp-json\/wp\/v2\/tags?post=4242"}],"curies":[{"name":"wp","href":"https:\/\/api.w.org\/{rel}","templated":true}]}}