For many employers, open enrollment is focused on benefit changes, employee elections, and preparing for the upcoming plan year. It is also an important time to review the notices and disclosures that must be provided to employees and other eligible individuals.

The IRS is beginning to release early indicators for 2027 inflation adjusted benefit limits, and benefits managers should prepare now. While final numbers will arrive later this fall, preliminary guidance suggests meaningful increases across FSAs, HSAs, and certain HRA structures

Dependent eligibility audits are making a comeback. After several years of relative quiet, employers are revisiting audits as a practical way to control costs and ensure plan integrity. The reason is simple: dependent claims are rising, and many employers are discovering that a meaningful percentage of dependents on their plans are not actually eligible. In a high trend environment, employers are looking for solutions that protect the plan without reducing employee benefits — and audits fit that need.

Health plan renewal season is arriving earlier and with more pressure than usual. Carriers are releasing preliminary 2027 trend assumptions, and the message is consistent across the market: medical costs are rising faster than expected, and underwriting is tightening. Employers who begin preparing now will be in a stronger position to negotiate, model alternatives, and avoid last minute decisions that frustrate employees and strain budgets.

Mental health access has become one of the most pressing benefits challenges of 2026. Employees seeking therapy or psychiatric care are facing wait times of six to twelve weeks in many regions. Demand for outpatient mental health services has climbed sharply, driven by higher stress levels, increased medical inflation, and expanded use of medications that require behavioral support. Traditional networks simply haven’t kept up.

Each year, employers that sponsor group health plans with prescription drug coverage must determine whether that coverage is “creditable” or “non-creditable” and notify Medicare Part D–eligible individuals of the plan’s status. The annual notice must be provided before October 15, when Medicare’s annual enrollment period begins.

Musculoskeletal (MSK) conditions remain one of the top drivers of medical claims. Back pain, joint issues, and repetitive motion injuries affect employees across industries. Traditional physical therapy works, but access varies widely and costs can escalate quickly.

Most employers work hard to administer their employee benefit plans consistently. However, one of the most common compliance issues isn't how a plan is administered—it's whether the written plan documents accurately reflect what the employer is actually doing.

Lifestyle Spending Accounts (LSAs) are becoming one of the fastest-growing benefits of 2026. Employers are adopting LSAs because they solve a problem traditional benefits have struggled with for years: personalization. Employees want benefits that fit their lives, not one-size-fits-all programs. LSAs give them that flexibility. And because July is a major decision month for 2027 plan design, many employers are evaluating LSAs right now.

Lifestyle Spending Accounts (LSAs) are becoming one of the fastest-growing benefits of 2026. Employers are adopting LSAs because they solve a problem traditional benefits have struggled with for years: personalization. Employees want benefits that fit their lives, not one-size-fits-all programs. LSAs give them that flexibility. And because July is a major decision month for 2027 plan design, many employers are evaluating LSAs right now.