As Marketplace health plan premiums rise and subsidies shift, employers are seeing more requests from employees (and their spouses) to drop Marketplace coverage and enroll in an employer-sponsored health plan mid-year. While this may feel straightforward, Marketplace rules and employer plan rules do not always work the same way.
In our January issue, we outlined the major compliance themes shaping 2026. This month, we build on that foundation with a deeper look at the annual updates, effective dates, and action steps employers need as the new year begins.
Over the past two months, several major surveys — including the 2025 SHRM Employee Benefits Survey, the ADP TotalSource Employee Benefits Survey, and the 2025 National Benefits Survey — have painted a clear picture: employees are demanding more meaningful, more personalized, and more supportive benefits than ever before. Employers, facing a tight labor market and rising competition for talent, are responding by reshaping their benefits strategies around five core themes.
Health benefit costs are projected to rise nearly 9% in 2026, putting significant pressure on employers to balance affordability with employee satisfaction. Against this backdrop, artificial intelligence (AI) is emerging as a transformative tool in the benefits space.
Whether you’re building a new home addition, adding a feature like a swimming pool, redoing a bathroom or upgrading an electrical system, understanding and addressing possible renovation risks is critical.
Running a business comes with significant risk. Everyday interactions, such as serving customers, visiting clients or running marketing campaigns, can expose businesses to potential liability. A customer could slip on a wet floor, a contractor could accidentally damage a client’s property, or a marketing campaign could unintentionally harm the reputation of a competitor. Just one single liability incident can trigger an expensive lawsuit and have far-reaching consequences. Beyond potential settlement costs, legal defense costs—even if claims are found to be baseless—can quickly escalate into tens or hundreds of thousands of dollars. Furthermore, litigation can disrupt operations and undermine customer and stakeholder trust.
Forklifts play an important role in moving materials safely and efficiently in many workplaces. However, even a simple task like getting on or off a forklift can lead to serious injuries if not done correctly.
As 2025 closes, several pressing compliance issues will shape your responsibilities in 2026. Updated PCORI fees, Affordable Care Act (ACA) reporting obligations, state-level mandates, and new federal requirements such as gag clause attestations are all on the horizon.
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.
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.
