2026 Employee Benefits Trends: What Employers Should Know

Key Takeaways:

Expect healthcare costs will rise 8–10% in 2026, with ACA Marketplace premiums projected to increase by 15%.
Personalized benefits are replacing one-size-fits-all models, offering employees tailored health plans, flexible wellness stipends, and retirement options.
Integrated wellness and mental health support are top priorities.
Digital and AI-enabled care is expanding.

As employers prepare for 2026, benchmarking data points to two realities: healthcare costs are accelerating, and employees expect more from their benefits than ever before.

Key statistics released by Kaiser Family Foundation in October 2025 are telling:

Premiums for job-based health insurance rose 6% in 2025 to an average of $26,993 a year for family coverage.
Over the past five years, the average premium for family coverage has increased by 26%. This is alongside 29% increase in wages and a 24% growth in inflation.

Looking ahead, ACA Marketplace premiums are projected to increase by an average of 15% in 2026. With enhanced federal subsidies set to expire after 2025, more employees will turn to employer-sponsored benefits for stability and affordability.

What employees want in 2026: personalization and support

Employee expectations are evolving quickly, driven by demographic shifts, financial pressures, and changes in how people work.

Key trends shaping the 2026 employee benefits landscape include:

Personalization

The traditional one-size-fits-all benefits model is fading. Employers are moving toward customizable benefit menus that allow employees to choose options that align with their needs, life stage, and financial goals.

For example, employees may want the option to select between a Roth IRA and a traditional IRA for their 401(k) plans, choose between narrow and expanded-network health plans, or tailor wellness stipends toward areas that matter most to them, such as childcare, fitness, or continuing education.

Integrated wellness

Wellness programs are expanding beyond physical health to include mental, emotional, and financial wellbeing. This includes stress management, nutrition and fitness coaching, financial literacy tools, debt support, and emergency savings programs.

Mental health access

Mental health continues to be a core priority. Employers are investing in teletherapy, digital counseling platforms, and year-round support resources to meet increasing demand.

Support for hybrid and remote workers

Flexible work arrangements require benefits that work from anywhere. Employers with staff living in different locations or fully remote employees are expanding caregiver support, offering virtual wellness programs, and providing benefits tailored to remote life. This may include backup childcare or eldercare assistance, home office stipends, mental health resources for remote workers, and online fitness or nutrition programs.

Digital and AI-enabled care

Virtual care, telehealth services, and AI-powered navigation tools will expand as employers seek more accessible and cost-effective healthcare solutions.

Cost projections for 2026

Healthcare benefit costs are expected to rise by 8–10% in 2026, driven by higher provider rates, specialty drug spending, and people catching up on care that they had put off.

Key benchmarking data for employers to consider includes:

In 2025, average premiums reached $9,325 for single coverage and $26,993 for family coverage.
Nine out of ten employees are enrolled in plans where employers cover at least half of premiums.
Companies with 10–199 employees on their health plan are more likely to require workers to pay a higher share of family coverage premiums compared to companies with 200 or more employees.

To manage rising costs, employers are considering:

Strategic cost-sharing approaches
High-deductible health plans paired with HRAs
Flexible plan designs with optional add-on benefits
Level-funded plans for greater predictability and control
Individual Coverage HRAs (ICHRAs) for flexibility and cost containment

How employers can stay ahead

With costs rising and expectations increasing, proactive planning will be essential.

Employers can prepare by:

Benchmarking current plan designs and contributions against market trends
Reviewing contribution strategies
Exploring cost-effective plan structures that still provide quality benefits
Enhancing whole-person wellness programs to support retention and engagement

While national averages provide a starting benchmark, LewerBenefits offers highly targeted data that considers factors like geographic region, industry, company size, and more. This level of detail helps you stay competitive in attracting and retaining top talent.