The White House rolled out a health care plan as a broad framework to help Congress craft legislation to address health care cost challenges. The plan aims to lower prescription drug prices, reduce insurance premiums and redirect federal subsidies directly to Americans.
On Feb. 3, 2026, the Consolidated Appropriations Act (CAA) of 2026 was signed into law, a funding package containing significant reforms for the pharmaceutical benefit manager (PBM) industry.
For many hardworking public sector employees, the dream of retirement often collides with one big question: How will I afford health insurance premiums?
The U.S. Department of Labor (DOL) has announced updates to its national enforcement projects for fiscal year 2026.
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.
