When it comes to employee benefits, COBRA compliance is one area where small missteps can lead to big consequences. From missed notices to incorrect timelines, COBRA mistakes can result in penalties, lawsuits, and frustrated employees.
Employee benefits are undergoing a significant transformation in 2026. Rising health care costs, evolving pharmaceutical
trends, legislative changes and shifting worker expectations are reshaping employee benefits.
Managing rising healthcare costs has been a longstanding challenge for employers. After moderating during the pandemic, costs began accelerating again, and 2026 will see the highest projected increase in 15 years.
On Dec. 2, 2025, the IRS issued Notice 2025-68 announcing upcoming regulations and providing initial guidance regarding
Trump Accounts. Created by the One Big Beautiful Bill Act, Trump Accounts are a new type of tax-favored savings account for children under the age of 18.
On Dec. 19, 2025, the U.S. Departments of Labor, HHS, and Treasury proposed a rule to improve price transparency for non-grandfathered health plans and insurers.
Many employee benefits are subject to annual dollar limits that are updated for inflation before the beginning of each calendar year.
Although the end of the year is a busy time, employers should continue to prioritize compliance requirements for their employee benefit plans.
It’s that time of year again—benefit plan limits are getting a refresh for 2026!
On Oct. 9, 2025, the IRS released Revenue Procedure 2025-32 (Rev. Proc. 25-32), which includes 2026’s inflation-adjusted limits
for health flexible spending accounts (FSAs).
Offering voluntary benefits is a powerful way to control the costs of your employee benefits package.
