As 2026 approaches, the employee benefits world is evolving faster than ever. Rising healthcare costs, changing employee expectations, and new technology are pushing employers to rethink how they design and deliver benefits. Here’s a look at the key trends shaping how companies can truly thrive in the year ahead.
1. Cost-Sharing & Flexible Plan Options
Healthcare costs are climbing, and many employers are balancing budgets through smarter cost-sharing and flexible benefit choices. According to Mercer, 59% of employers plan to make cost-cutting adjustments in 2026, like tiered networks or higher deductibles.
But it’s not all about shifting costs to employees—many companies are utilizing Individual Coverage HRAs, and other flexible options that let employees choose what fits their lives best. This “pick-your-own” approach helps people feel more in control while keeping costs predictable for employers.
2. Mental Health & Telemedicine Take Center Stage
Mental health is no longer an afterthought—it’s now a core part of workplace well-being. Employees expect access to therapy, coaching, and digital support when and where they need it.
Telemedicine continues to grow, offering convenience and privacy, especially for behavioral health. Virtual counseling, AI-assist, and hybrid care (mixing virtual and in-person visits) are becoming the new norm. Employers that prioritize mental health access see higher engagement and lower absenteeism.
3. Personalized Benefits Communication
Even the best benefits fall flat if employees don’t understand or use them. In 2025, Aon found that 65% of employees want more personalized benefits choices—but only a fraction of employers are delivering that level of customization.
Heading into 2026, companies are using targeted messages, digital tools, and data to meet employees where they are. Whether it’s sending a reminder about dependent care before summer break or highlighting low-cost telehealth options midyear, personalization makes a big difference in how employees connect with their benefits.
4. Staying Ahead of the Curve
The most successful employers engage in intentional conversations – observing, listening, and seeking feedback – with the goal of refining their benefit offerings and making that feedback a priority. Benefits are no longer a “set it and forget it” item; they’re a living part of the employee experience.
The Bottom Line
At Pinnacle Employee Services, we’re committed to staying ahead of the curve when it comes to employee benefits. This year, we’ve expanded our offerings to include six flexible national plan options designed to give employees more choice and control, while introducing thoughtful cost-sharing strategies that help balance affordability for both employees and the organization. We also understand the increasing importance of mental health and telemedicine access—resources that support overall well-being and address the evolving needs of today’s workforce. That’s why Pinnacle continues to offer our Employee Assistance Program (EAP), a confidential, work-based service providing employees and their families with free professional support for personal and work-related challenges, including mental health concerns, financial stress, legal issues, and work-life balance. Last, but certainly not least, Pinnacle takes a proactive approach to communication, utilizing multiple channels such as email, digital platforms, in-person meetings, and printed materials to ensure every employee receives timely and accessible information in the way that works best for them.
Sources:
- Mercer, Employers Brace for the Highest Health Benefit Cost Increase in 15 Years (2025)
- Aon, 2025 Global Benefits Trends Study
