A new year brings new opportunities—and new challenges—for employers managing employee benefits. As 2026 unfolds, benefits planning is no longer just about renewal dates and cost control. It’s about staying competitive, compliant, and responsive to a workforce with evolving expectations.
Whether you’re a small business or a growing organization, the start of the year is the ideal time to step back and evaluate what’s working, what’s missing, and what needs to change. Here are the key areas employers should review as part of their 2026 benefits planning strategy.
1. Health Plan Performance and Costs
Rising healthcare costs continue to be a top concern for employers. Begin your 2026 review by looking at how your current medical plan performed last year.
Key questions to ask:
- Did employees understand how to use their coverage effectively?
- Were deductibles, copays, and out-of-pocket costs manageable?
- Are claims trends driving premium increases?
This is also a good time to explore alternative plan designs, such as high-deductible health plans paired with HSAs, level-funded options, or enhanced wellness incentives that can help control long-term costs.
2. Dental, Vision, and Supplemental Benefits
Dental, vision, and supplemental plans are often undervalued—but employees consistently rate them as high-impact benefits. In 2026, employers should assess whether these offerings are still aligned with workforce needs.
Consider:
- Adding or upgrading dental and vision coverage
- Offering accident, critical illness, or hospital indemnity plans
- Reviewing voluntary benefits that provide protection without increasing employer premiums
These plans can improve satisfaction and retention while helping employees manage unexpected expenses.
3. Employee Mental Health and Well-Being
Mental health support is no longer optional—it’s expected. Employers should review what resources are available and whether employees are actually using them.
Areas to evaluate:
- Access to mental health providers
- Employee Assistance Programs (EAPs)
- Stress management, burnout prevention, and work-life balance initiatives
Small improvements in this area can have a significant impact on productivity, engagement, and absenteeism.
4. Compliance and Regulatory Updates
Benefits compliance continues to evolve, and 2026 is no exception. Employers should ensure they are up to date with reporting requirements, eligibility rules, and plan documentation.
Important items to review include:
- ACA reporting (Forms 1094 and 1095)
- Eligibility tracking and waiting periods
- Summary Plan Descriptions and employee notices
Staying compliant not only avoids penalties—it also builds trust with employees.
5. Benefits Communication and Employee Education
Even the best benefits package falls short if employees don’t understand it. A key focus for 2026 should be improving how benefits are communicated throughout the year—not just during open enrollment.
Effective strategies include:
- Simple, jargon-free explanations
- Ongoing education sessions or check-ins
- Digital tools and benefits summaries employees can access anytime
When employees understand their benefits, they’re more likely to appreciate and use them wisely.
6. Competitive Benchmarking
Finally, employers should assess how their benefits stack up against competitors. With talent markets remaining tight, benefits play a critical role in attracting and retaining top employees.
Ask:
- Are we competitive within our industry?
- Do our benefits reflect the needs of a multigenerational workforce?
- Are we offering flexibility and choice?
Benchmarking can highlight gaps and opportunities before they become retention issues.
Start 2026 With a Strong Benefits Strategy
New Year benefits planning is about being proactive—not reactive. By reviewing plan performance, expanding meaningful benefits, staying compliant, and improving communication, employers can set themselves up for a stronger, more resilient year ahead.
If you’re unsure where to start, working with a trusted benefits advisor can help you evaluate your options and build a strategy that supports both your employees and your bottom line in 2026.
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