As 2025 draws to a close, employers and benefits professionals face a shifting regulatory landscape that will shape health and welfare programs in 2026 and beyond. This year’s developments underscore the government’s dual priorities: expanding access, modernizing benefit delivery, and balancing compliance with practical flexibility. Below is a roundup of the most significant regulatory highlights.
Winter weather events are becoming less predictable, even in regions that don’t traditionally experience prolonged cold, ice, or snow. Sudden freezes, icy roadways, power disruptions, and rapidly changing forecasts can create significant challenges for school districts — often with little time to respond.
During challenging times or traumatic events, organizations can do a lot to support employees. NAMI encourages people to bring their whole selves to work, which includes their mental health. As employers, it’s important to acknowledge what’s happening outside of the workplace, its potential impact on employee wellness, and support employees so that they can continue to do their best work.
Radon is a naturally occurring radioactive gas produced by the breakdown of uranium in soil, rocks and water. Since the air pressure in a typical home is lower than the pressure in the soil around the foundation, the home acts like a vacuum and draws radon in through cracks in the foundation.
As winter ends and temperatures begin to rise, the accumulating water from melting snow and ice—also known as snowmelt—can lead to significant property damage. Don’t let snowmelt wreak havoc on your home. Review the following guidance for snowmelt prevention recommendations.
Radon is a colorless, odorless and tasteless radioactive gas that is formed from the natural radioactive decay of uranium found in many rocks, soils and water. It is a known human carcinogen; in fact, as the second leading cause of lung cancer behind smoking, it presents a serious health risk to those exposed.
In 2025, personalization has moved from “nice to have” to “non-negotiable.” Employees expect benefits that reflect their individual needs, values, and life stages. Static, one-size-fits-all plans are being replaced by flexible, modular offerings that empower employees to choose what matters most.
In 2025, family-building support has emerged as a defining priority in employee benefits strategy. Fertility coverage, inclusive parental leave, and caregiving support are no longer niche offerings — they’re central to how employees evaluate workplace value. As life paths diversify and caregiving responsibilities expand, benefits managers are rethinking what it means to support the whole employee.
Employer-sponsored group health plans must submit their 2025 Gag Clause Prohibition Compliance Attestation (GCPCA) to CMS by December 31, 2025, to confirm compliance with federal transparency rules. This annual filing covers the 2024 calendar year and applies regardless of employer size or funding arrangement.
The Trump administration has issued a series of executive orders aimed at recalibrating federal oversight of employer-sponsored health plans. These directives target unpublished rules and agency enforcement priorities, signaling a shift toward deregulation and increased flexibility for plan sponsors.
