23 pages. "What's new: [1] Telehealth and other remote care services.... [2] Health Flexible Spending Arrangement (FSA) contribution and carryover for 2025."  MORE >>

"For calendar-year plans, the PBM requirements would be effective for plan years beginning on January 1, 2029. The CAA will require plan sponsors to ensure that contracts with PBMs contain all of the contractual requirements set forth in the CAA. Plan sponsors will also need to monitor both PBM reporting obligations and PBM compensation."  MORE >>

"While the new federal guidelines are aimed at reforming the PBM industry, they include significant new obligations for sponsors of employee benefit plans.... [P]lans need to consider the basic measures that they must take to comply with the new requirements, including amending PBM Agreements and requesting appropriate disclosures. More deeply, plan sponsors must reckon with the significant volume of data being provided by their PBMs."  MORE >>

"Although the proposed rules clarify that employers may fulfill their obligation to provide 32 hours of unpaid protected time off by providing an equivalent amount of paid protected time off, they also suggest that if an employer provides an equivalent (or greater) amount of paid protected time off, the employer is not exempt from ESSTA’s strict leave‑tracking, pay stub and recordkeeping obligations, and employers must still make such paid protected time off available immediately upon hire and on Jan. 1 of each year."  MORE >>

"Employees should proactively communicate when FMLA leave requests include travel time and seek medical certifications that address transportation needs rather than appointment attendance alone.... Employers developing FMLA policies should address how travel time components are handled in leave calculations and whether additional documentation beyond standard medical certifications is required for transportation-related leave."  MORE >>

"Here's a practical playbook from a mid-sized employer.... [1] Get honest about the three levers you really control ... [2] Show your team the real numbers, not just the new card ... [3] Offer first-dollar help where it matters most ... [4] Help people navigate confusing bills (without becoming their claims department) ... [5] Treat renewal as a nine-month process, not a nine-day scramble ... [6] Remember: health insurance is a human problem first."  MORE >>

"Employers may ... consider whether account-based arrangements can serve as a controlled alternative pathway for GLP-1 expenses.... Some employers may wish to explore alternatives that sit squarely outside the group health plan context.... Inconsistent administration, informal exceptions, or mid-year operational shifts not supported by plan documentation can undermine the defensibility of an employer's plan design decision."  MORE >>

"68% of employers made no changes to their wellbeing programs -- no cuts, reductions, or restructuring. Even more striking, 22% added new programs without eliminating anything, while only a very small minority (3%) chose to eliminate a program. This level of stability in a challenging financial year signals that ... [e]mployers increasingly see [wellbeing] as integral to the employee experience and to long‑term cost management, rather than a perk that can be adjusted when times get tough."  MORE >>

"One in three workers believes 'heartbreak leave' should be offered to help those struggling with the wrong side of romance ... The same number say they have already taken time off for this reason ... [W]hile leaders might be quick to say vacation or sick leave already covers this need, there's an advantage to employers offering it on its own, says [one] career expert ... 'This helps to normalize the fact that what happens in your personal life does affect your career,' she says."  MORE >>

"In a significant shift from previous years, employers have identified cost control as their top strategic priority for 2026.... This shift underscores the delicate balance employers must strike: implementing cost-containment measures without compromising the support systems that drive employee productivity and satisfaction. By leveraging the data and trends outlined in this report, leaders can better navigate these challenges and build resilient benefits strategies for the year ahead."  MORE >>

"Most people under age 65, about 167 million people, get their health insurance through an employer or a family member's employer ... Employers pay on average around 70 percent of the cost of total premiums for family coverage.... Family coverage premiums averaged $24,540 in 2024, with employees contributing $7,216 annually ... [T]he share of income spent on premium contributions and deductibles together for family coverage ranged from a high of 15.6 percent in Louisiana to a low of 5.7 percent in the District of Columbia."  MORE >>