Forma ads

There’s a lot to consider when designing and launching an LSA. Join us August 25 for a live Benefits ‘Ask Me Anything’ with Forma, where we’ll tackle the questions employers are asking about Lifestyle Spending Accounts. We’ll cover everything from making the business case and choosing the right funding structure to designing, implementing, and managing a program that works for your organization. Our very own Kate Deeny, Lindsay Dulude, and Morgen Paul will share practical insights from their experience helping employers build and manage LSAs, and answer your questions live. 📅 August 25 | 3pm ET / 12pm PT 🔗 Register here: https://lnkd.in/gyYnQRUq P.S. Can’t make it live? Register anyway and we’ll send you the recording.

I’ve been thinking a lot about how the conversation around total rewards is changing. For years, the instinct has often been to respond to evolving employee needs by adding more. Another program, another vendor, another point solution. But more doesn’t necessarily mean better. I recently came across Aon's perspective on treating total rewards as a workforce investment portfolio, and one idea really stood out to me: “The future of total rewards will be defined not by the number of programs employers offer, but by how effectively they align investments with workforce needs and business priorities.” That perspective closely aligns with how we’ve been thinking about flexible benefits at Forma. It’s a big part of why we developed Forma’s 5 Cs framework for successfully scaling flexible benefit programs: Comprehensive, Customizable, Curated, Consolidated, and Cost-effective. The “more is more” paradox is that in trying to meet increasingly diverse employee needs, organizations can end up with more programs, more vendors, and more complexity. The idea is simple: building a strong benefits strategy is about being intentional about what you offer, how it works together, and how effectively it serves both employees and the business. It’s encouraging to see this perspective gaining momentum across the industry. The way I see the future of benefits, more isn’t always more. Explore the 5 Cs framework: https://lnkd.in/eqcViWPy

When it comes to Lifestyle Spending Accounts, people always have questions that need to be answered. But sometimes they're shy about asking. How do you make a business case for an LSA? Should you have one account or multiple? What's the right funding structure? What should actually be eligible? What is implementation actually like? How do you make changes without piling more work on your team? On and on and on... Coming up on August 25, our team is answering all of it live. If you've ever wondered about LSAs, this is the perfect opportunity to learn more. Leaders representing various teams (the people who help employers design, launch, evolve, and manage LSAs every day) will cover building the business case, designing a program that's simple to manage, and rolling out without the support-ticket headaches. Bring your LSA questions, and Kate Deeny, Lindsay Dulude, and Morgen Paul will bring the answers. Save your spot here: https://lnkd.in/eJEChkDY P.S. Even if you can't make it, register anyway and we'll send you the recording.

I loved getting the chance to collaborate with our team on our latest report. One question we hear constantly is how are employers using LSAs globally? And we've got the data to answer it, in detail. @Forma's new report "The State of Global LSAs" brings benchmark data, country-by-country breakdowns, and real employer examples to the conversation about what it takes to deliver world-class benefits at scale. This headline stat stands out: 50% of the companies offering LSAs now have them in more than one country, and a growing segment offer them in 20 or more. To me, it's not a big surprise that more global companies are turning to LSAs. By design, they're customizable and scalable, perfect for designing dynamic programs that can adapt locally anywhere in the world. The State of Global LSAs lays it all out for benefits decision-makers in a way that's informative and also inspiring. I really enjoyed working with the team on this one, and I know when I was running global benefits, this is a report I'd have loved to have. Give it a read, and let me know what you think. #globalbenefits #LSAs Amanda Verdino 💅🏼 🌍 https://lnkd.in/gTUTUkDD

It’s official: multi-country LSAs have become the new normal. And our new report, The State of Global LSAs, shows why. 🌎 Get your copy of Forma's The State of Global LSAs here: https://lnkd.in/gVxy-sCn One stat in particular really captures the shift: 50% of companies with Lifestyle Spending Accounts now offer them in more than one country, and roughly 1 in 5 have them in 10 or more. I keep coming back to this line from the report itself: “the question has moved from whether to run lifestyle benefits globally to how to run them well.” Today, we're seeing teams treat global LSA programs as one consistent experience with local nuance underneath, with funding and account choices tuned to the cost of living and priorities of each market. Our report shows how it’s happening around the world, with insights into how multi-country LSAs have grown in popularity, a look at funding and utilization across 12 key markets, and real-world examples from global employers. Check out The State of Global LSAs, and let me know what stands out.

Proud moment for the Forma team... we've been named 'Best Employee Benefits Platform' in the 2026 HR.com Awards. The thing that stands out most to me is that real user ratings were part of how winners were chosen. So this isn't *just* an industry recognition (although that matters too), but a signal from the people actually using the Forma platform every day. Press release here: https://lnkd.in/gg7d7Rp8 Our goal has always been to build a flexible benefits platform that's intuitive, efficient, and genuinely impactful. Seeing that show up for the hundreds of employers and 1 million employees who depend on us every day to access their benefits is exactly why we do this work. Thank you to HR.com for this recognition! And thank you to our team for building something worth recognizing, and our customers for trusting us with something as important as their benefits. This means a lot.