Listeners will gain a deeper understanding of the challenges companies face today—from rising enforcement actions to the increasing complexity of global supply chains. Chris shares how regulatory shifts, cost pressures, and supplier changes are creating new risks for manufacturers and distributors. He also highlights the critical importance of speed, transparency, and empathy in managing recalls effectively and protecting brand reputation.

The conversation touches on real-world examples, including recent civil penalties and even prison sentences for executives who mishandled product safety issues. Chris emphasizes the need for proactive planning, robust recall strategies, and ongoing training to mitigate risks before they escalate.

Kimberly and Chris also explore Sedgwick’s comprehensive approach to recall readiness and execution, including mock simulations, stakeholder collaboration, and the value of Sedgwick’s Recall Index – a powerful tool for tracking trends and identifying emerging risks across industries and regions.

Whether you’re in compliance, legal, quality assurance, or executive leadership, this episode offers essential insights to help safeguard your organization in today’s high-stakes environment.

 Click the link to listen to the full episode and learn how your company can stay ahead of the curve in product safety and brand protection.

The conversation explores how Sedgwick supports over nine million covered lives through customized absence programs that reflect each employer’s culture and priorities. Claire shares how Sedgwick’s approach combines compassionate service with advanced technology, including AI tools that help case managers work smarter and faster while keeping the human touch central to every claim decision.

Listeners will gain insight into the growing complexity of paid family leave programs, with new state plans launching in 2026. Claire explains how employers must now evaluate each state individually and decide between state-run or private plans based on workforce needs and company values.

Mental health is another key topic. Claire reveals that mental health has become the leading cause of short-term disability claims, surpassing musculoskeletal conditions. She shares findings from a recent Sedgwick study that highlight the cost and impact of mental health-related absences and offers strategies for prevention, support, and return-to-work planning.

 Click the link above to hear the full conversation and learn how Sedgwick is helping employers support their workforce with care, innovation, and strategic guidance.

As the 2025 hurricane season unfolds, Steve shares insights into the increasing frequency and severity of natural disasters. From wildfires and tornadoes to floods and hurricanes, Sedgwick’s property team is prepared to respond with scale, speed, and precision. Steve explains how Sedgwick supports clients through every stage of a claim, from initial assessment to final resolution, using a combination of expert personnel and advanced technology.

Listeners will learn about Sedgwick’s surge staffing capabilities, its network of over 2,800 contractors, and the concierge-level service that guides policyholders through repairs and temporary housing. Steve also highlights the use of geospatial data and artificial intelligence to improve decision-making and accelerate recovery efforts.

The conversation touches on how risk managers and insurance professionals can better prepare for catastrophic events. Steve emphasizes the importance of having a comprehensive plan, updating emergency protocols, and ensuring coverage aligns with business needs.

 Click the link above to hear the full conversation and discover how Sedgwick is helping clients and communities recover from disaster with care, innovation, and expertise.

With more than 35 years of experience in public sector risk management, Jody shares her passion for serving cities, counties, school districts, and states. She explains how Sedgwick’s approach combines local responsiveness with national resources to help public entities manage challenges such as data security, mental health, artificial intelligence, and shifting political climates.

The episode highlights key moments from the 2025 PRIMA Conference in Seattle, where nearly 1,000 attendees gathered for education and collaboration. Jody notes the strong presence of first-time attendees and the popularity of sessions focused on risk transfer, workers’ compensation care models, and ADA and FMLA intersections. Sedgwick contributed three sessions, including a panel on mental health and care foundations.

Jody also discusses Sedgwick’s expertise in pooling services, which allow public entities to manage risk collectively. Sedgwick supports more than 20 pools across the country, providing underwriting, claims oversight, and strategic guidance.

Jody also previewed events such as Texas PRIMA, STRIMA, and KAJPA, where Sedgwick continues to support public agency leaders. She emphasizes the importance of mentorship and succession planning to ensure the next generation of risk managers is prepared and inspired.

 Click the link above to hear the full conversation and learn how Sedgwick is helping public agencies thrive in today’s complex environment.

Their conversation focused on employee benefits in 2025 and the importance of going beyond what is expected from a company’s benefits to attract and retain the best employees. 

Some key takeaways from the discussion include:

• The evolution of Paid Leave:
  • Statutory disability benefits have been around since the 1940s, but only five states – California, Hawaii, New Jersey, New York, and Rhode Island – offer that leave policy. Over the past few years, companies across all 50 states have begun offering some combination of Family Medical Leave Act (FMLA), Paid Parental Leave (PPL), Paid Family Medical Leave (PFML), but employers recognize that that isn’t enough anymore. 
  • Rather than just having benefits that focus on bonding with a new child, employees are looking for parental leave to be able to care for aging parents. As a result, an evolution of parental leave is becoming more evident as it shifts to either becoming paid family leave or a separate family care benefit being offered in the market.
• Understanding generational differences and needs in your employees:
  • For employers, it’s important to understand the demographics of their workforce and adjust benefits accordingly. While younger demographics may want family leave to bond with a new child as they begin their families, older employees may prefer family leave to care for aging parents. 
• The emergence of voluntary benefits
  • Benefits, like various forms of parental and/or family leave, have come to be expected by employees over the past several years. But what will really help set a company apart as a workplace are the types of voluntary benefits offered. What’s on the rise? Pet insurance, legal assistance for setting up wills, and financial planning assistance to help set up 529 education plans. 
• Mental health-related benefits are critical
  • The majority of employers today are offering some kind of Employee Assistance Program to help employees deal with mental health challenges. In Sedgwick’s book of business, mental health is the number two claim type behind pregnancy, and it continues to outpace other claims. 

The full episode can be found here

Contact us about our benefits administration solutions

She offers a wealth of advice for policyholders about preserving artwork and being able to appreciate it for years to come.

For further information on our fine art and specie offering, click here.

The conversation focused on strategies for talent development at a global level, and the importance of understanding what colleagues need in terms of support for both short-term and long-term growth. As claims management teams continue to evolve, so do training and development programs, and this will require forward-thinking ideas to meet the needs of colleagues, clients, and customers. 

Key insights from the conversation include: 

• The evolution of training and development
  • The business world is shifting dramatically, and ensuring colleague s are well prepared and developed is key. Critical to this is an understanding that training and development are two different things and require two different strategies. Training should focus on the short-term; what will benefit a colleague most in their current role and how can it drive success for them and the company. Development is a long-term outlook; what will be most important for their career path, growth, and value-add to an organization for years to come. Training and development programs should vary in scope, focus, and goals, depending on the audience. However, these programs in 2025 must be nuanced and designed to support leadership, mid-level management, junior colleagues, and new hires in new and diverse ways. Finally, providing colleague s with the opportunity to learn about other areas of business in an organization, speak and meet with colleagues from these verticals, and promoting cross-disciplinary collaboration will encourage development. This will also drive colleagues to have a more comprehensive sense of what kind of work they are most passionate about, improve their sense of career mobility, and create a more adaptable and talented workforce. 
• The rapidly growing role of AI and technology
  • With colleagues operating in in-person, hybrid, and remote roles, it’s key to adapt technology along with changes to the workforce. Leveraging a broad spectrum of products and services is key, and it’s imperative to implement these technologies into leadership development and training. 
  • Development of younger colleagues and new hires in regard to AI should begin right away. Programs can be enhanced, and companies can look to create new educational materials around AI and other technologies that vary depending on position, level, experience, and age, to meet the needs of all colleagues.  
  • Speed is everything these days. Clients, residents, and companies want prompt response times on data, support, and more, and colleague training is emphasizing this throughout their development. Through training, colleagues can have the ability to leverage AI and tech to expedite processes, operations, and response-times to deliver more value to customers and create new efficiencies in their workflows. 
• Real-World training and experiential learning
  • A key strategy for development and training is providing experiential learning opportunities. Colleagues can now see in action what a proposal looks like, what the life cycle of a client claim looks like, how AI and technology is actually used in operations, and more. As colleague and client needs change, ensuring that colleague have a real-world understanding of how Sedgwick delivers value will be key for their growth. 
  • These opportunities also provide colleagues with the chance to learn the basics of the role, learn more about themselves and what they’re passionate about, and if they’re a good match for the job. Moreover, workers get a sense of what the workload is for a position, how the work is accomplished, while also getting to see seasoned colleague in action, network with colleagues and leadership, and more. 

The full episode can be found here.