2026 brings a new wave of change to the employee benefits landscape. Driven by new legislation, ever changing compliance requirements, and rising employee expectations, this year is shaping up to be pivotal for employers. Organizations that stay informed and proactive will be best positioned to manage risk while delivering meaningful value to their workforce. Here’s what to watch for in the months ahead:
Employees Facing Rising Financial Concerns
Rising economic uncertainty combined with increasing healthcare and cost of living expenses have brought financial security front and center for employees. In a study conducted by MetLife, “83% of employees say rising living expenses and medical costs are their top stressors and 77% say economic uncertainty is a major concern”. Employers can work to ease the strain of financial uncertainty on their employees by providing access to voluntary benefits such as Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), Disability Benefits, and Assistance Programs that reduce financial burdens and provide paycheck protection in the event of a medical emergency.
Increased Interest in Employee Assistance Programs
Mental health continues to be a hot topic. In 2026, the focus shifts slightly, from mental health to mental fitness. Mental fitness reframes the conversation to that of proactivity and building emotional resilience. Employers can support their employees in their goals of mental fitness by providing Employee Assistance Programs (EAPs). An EAP provides employees with confidential resources to help deal with life’s everyday stressors. From grief counseling to help finding pet care, an EAP offers a wide range of assistance to support your employees through every stage of life. According to employers surveyed by MetLife, for every $1 they invested into the health of their employees, they could expect to receive a $2.30 ROI from productivity, retention, and decreased medical spending. In addition to employer costs savings, employees of these companies reported a 25% increase in productivity and loyalty – important metrics in todays market.
Wellness Initiatives as an Employee Non-Negotiable
As younger generations enter the workforce, the demand for work-life balance and Wellness Initiatives are at an all-time high. Expect a trend toward viewing wellness as an essential need rather than a nice-to-have perk. In 2025, McKinsey reported that Millennial and Gen Z consumers – despite making up only 36% of the population – account for more than 41% of annual wellness spend. With that in mind, here are some key shifts that are set to shape wellness programs in 2026.
- Holistic Approaches: Employees are not only seeking ways to support their physical health, but their mental and emotional health too. Working to support all three helps employees reduce stress, burnout, and live healthier more productive lives.
- Women’s Health: There is an increase in employees seeking fertility support, menopause care, and maternal health resources. As a result, many employers are now offering increased fertility benefits such as IVF, expanded parental leave, and menopause symptom management programs.
- Financial Health: A Vanguard study found that 84% of Americans have some form of financial resolution in 2026. Many employers are offering programs to assist their employees in meeting their financial goals, from financial education workshops to debt counseling.
Employee Benefits Changes as a Result of the OBBA
Many of the changes to employee benefits plans implemented in the One Big Beautiful Bill Act (OBBA) are set to go into effect in 2026.
- Health Savings Accounts (HSAs): The OBBA expanded access to HSAs for employees that are enrolled in High-Deductible Health Plans (HDHPs). The act provides employers with the ability to offer telehealth and remote healthcare services before HDHP deductibles have been met without jeopardizing the employee’s HSA eligibility. The OBBA also expands HSA access by allowing employees who have direct primary care (DPC) arrangements to contribute to an HSA if their monthly fees meet a set minimum. Additionally, HSAs may now be used to cover DPC fees.
- Dependent care accounts (DCAs): The OBBA also expanded DCAs, a type of Flexible Spending Account (FSA). A DCA provides employees the ability to set aside pre-tax money to cover eligible dependent care expenses. The OBBA raised the contribution limit from $5,000 to $7,500. Employers who offer DCAs are recommended to review with their advisors to determine how this increase may impact annual nondiscrimination testing results.
Focus on Student Loan Assistance Programs
With increasing economic pressures, employees are looking for relief wherever they can find it. One way employers can help is by offering a Student Loan Assistance Program. In the Federal Reserve’s most recent report on economic well-being, 30% of all adults (or 4 in 10 who pursued higher education) reported taking out student loans to pay for their education. 17% reported having outstanding loans that they are still working to repay. 2026 is a great time to invest in these programs as the OBBA extends the student loan provision of employer-sponsored education assistance programs and adjusts the tax-free benefit limit to $5,250/employee. Robust employee benefits packages remain a powerful tool for attracting top talent, boosting retention and engagement, and fostering a healthy and thriving workforce. As the public sector landscape and employee expectations evolve, it’s essential for employers to regularly asses their benefits to ensure they are providing access to the coverage and support their employees value most.
Partnering with Pierce Group Benefits
Curious how you can harness these trends to support your employees in 2026? Contact your Pierce Group Benefits Account Executive or reach out to a PGB Representative at partnership@piercegroupbenefits.com .
Cassone, M. (2026, January 7). New MetLife data finds rising cost pressures outpacing gains in workforce well-being. MetLife. https://www.metlife.com/about-us/newsroom/2026/january/new-metlife-data-finds-rising-cost-pressures-outpacing-gains-in-workforce-well-being/#
Pione, A., Medalsy, J., Weaver, K., Callaghan, S., & Rickert, S. (2025, May 29). The Future of Wellness Trends Survey 2025. McKinsey & Company. https://www.mckinsey.com/industries/consumer-packaged-goods/our-insights/future-of-wellness-trends
Report on the economic well-being of U.S. households in 2024 – May 2025 – higher education and student loans. Board of Governors of the Federal Reserve System. (2025, June 12). https://www.federalreserve.gov/publications/2025-economic-well-being-of-us-households-in-2024-higher-education-and-student-loans.htm