In January 2025, Southern California faced a devastating series of wildfires, including the Palisades and Eaton fires, which collectively destroyed over 18,000 structures and resulted in 30 fatalities. The economic impact was staggering, with insured losses estimated between $35 billion and $45 billion, making it the most expensive wildfire disaster in U.S. history.

Whilst this may not seem directly related to the everyday life of an employee, it does raise the question: what did those employees who lived in Southern California do?

Did they have the right insurance in place to ensure that they could recover from an unexpected natural disaster?

With the world becoming increasingly susceptible to all manner of natural disruptions, now may be the time where offering catastrophe insurance as an employee benefit could make all the difference for a vast majority of people.

Catastrophe insurance provides financial protection against significant natural disasters, such as wildfires, hurricanes, and floods. Traditional insurance policies may not cover all damages from such events, which can leave employees vulnerable. By offering catastrophe insurance as an employee benefit, companies can help ensure their workforce has the necessary support during crises.

And not only will this benefit the recipient, but it has many benefits for the business, too:

• Enhanced Employee Wellbeing – providing comprehensive insurance coverage can alleviate stress and financial burden on those employees who are affected by disasters.
• Improved Retention and Recruitment – employees are much more likely to stay with – and be attracted to – companies that can offer robust support systems in a time of crisis such as this.
• Demonstrated Corporate Responsibility – offering such benefits showcases a company’s commitment to its employees’ holistic wellbeing, consolidating your business’ reputation as one that cares about the community it operates in.

When it comes to the actual implementation of catastrophe insurance into a benefits package, be sure to assess the actual needs of the employees (for instance, conducting a survey to gain a better understanding of the specific risks that employees may be facing based on their locations).

In addition, employers should ensure that they are partnering with reputable insurers who have experience in catastrophe coverage so that they will be able to offer tailored plans to their team members.

The increasing frequency and severity of natural disasters, as evidenced by the recent California wildfires, highlights the necessity for employers to proactively support their employees. Integrating catastrophe insurance into employee benefits not only provides essential protection but also reinforces a company’s dedication to its workforce’s safety and wellbeing – two things that contribute greatly to a higher retention rate.

If you would like to discuss how we can help you embed catastrophe insurance into your benefits package, please get in touch with us today!

In just a few short years, the definition of ‘the workplace’ has undergone a dramatic transformation. Kitchens became conference rooms, spare bedrooms turned into full-time offices, and coffee tables doubled as desks. As organizations embraced remote and hybrid models in response to global disruptions, a new normal emerged – one marked by flexibility, autonomy, and, for many, the blurring boundary between work and home life.

But this shift has also exposed a critical blind spot: safety and health responsibilities in remote work environments. Many employers, long accustomed to managing risk within traditional office spaces, have been slower to adapt their policies and practices to meet the realities of hybrid teams. Yet the legal and ethical duty of care doesn’t end at the office door – it extends to wherever work happens.

The hybrid working model introduces a wide range of new safety considerations, and to keep employees protected (and businesses compliant) employers must evolve how they approach workplace health and safety in this new working landscape. Here’s what they need to be considering:

• Ergonomics at a Distance – just because employees are out of the office doesn’t mean employers are off the hook. Ergonomic injuries can occur just as easily at home as they can in a cubicle, and so employers should provide guidance – and where feasible, resources – to help remote employees set up safe, ergonomic workspaces (this could include things such as supportive seating for posture alignment and blue light filters over at-home monitors).
• Virtual Risk Assessments – traditional safety inspections may be rooted in the office, but hazards still exist at home. From poor lighting and unsafe extension cords to cluttered walkways, remote employees face risks that may go unnoticed. Employers can aim to mitigate these risks by offering services such as virtual risk assessments or self-checklists that employees can use to audit their home office setups.
• Supporting Mental Health in Remote Teams – perhaps the most pressing safety concern in hybrid and remote environments is mental health. The blurring of work-life boundaries, coupled with increased isolation, has led to rising levels of stress, burnout, and disconnection. To prevent this, employers should be actively supporting mental wellbeing through clear working hour expectations, access to mental health resources (such as Employee Assistance Programs) and regular check-ins.  
• Staying Connected to Stay Safe – safety isn’t just physical, it’s cultural. Remote isolation can weaken communication, delay reporting of issues, and chip away at team morale. Employers should aim to prioritize connection by creating consistent touchpoints (such as regular 1:1 meetings and team huddles), as well designing digital social spaces that can replicate the more informal interactions of office life.
• Policy – as the nature of work changes, health and safety policies must evolve accordingly. Employers need to update their frameworks to clearly reflect safety responsibilities for remote employees, incident reporting procedures for home-based injuries and legal compliance across state or international jurisdictions. Having these clearly defined expectations reduces liability and promotes a consistent standard of care across all work environments.
• Technology as a Safety Ally – digital platforms now play a central role in workplace health and safety. From monitoring workloads to tracking employee engagement and flagging burnout, technology can help transform health and safety from a reactive process into a proactive one.

Many employers may still be unaware that their duty of care extends beyond the office walls. Under labor laws such as OSHA in the US, employers are legally responsible for ensuring a safe work environment for all employees – including those working remotely. Injuries or health issues occurring at home may still fall under workers’ compensation and employer liability.

And in addition to physical considerations, remote safety also includes cybersecurity, equitable access, and legal compliance under regulations like the Americans with Disabilities Act (ADA) and General Data Protection Regulation (GDPR). Failing to update policies to reflect hybrid models can leave organizations vulnerable to audit risks, lawsuits, and reputational harm.

The hybrid workplace is here to stay, and demands a much broader, more flexible approach that treats every employee’s environment with equal importance. To discuss how we can help ensure that you are compliant with health and safety expectations in a remote working world, please get in touch with me directly at natasha.santos@orgshakers.com