Top Tips for Benefits Renewal and Open Enrollment in 2026
Navigating benefits renewal and open enrollment can be one of the most challenging times for HR and benefits professionals. Key strategies for a smoother process include creating a detailed renewal timeline, negotiating plans and rates with the help of a consultant, leveraging digital tools and virtual meetings, enforcing strict election deadlines, exploring early renewal negotiations, and considering flexible renewal dates. Proper planning and technology integration can make the season more efficient for both employers and employees.
As Healthcare Costs Rise, More Small Employers Are Turning to Level Funded Plans
“Carriers assess member risk using their proprietary and company data to price or even decline to quote so that employers shouldn’t (and usually can’t) see individual medical info,” said Robert DeNinno, a principal at Philadelphia-based healthcare benefits brokerage firm Precision Benefits Group. “The carriers determine the risk.”
Medicare Part D Notices Due by Oct. 15, 2025
Employers sponsoring group health plans must provide Medicare Part D disclosure notices to Medicare-eligible individuals by Oct. 15, 2025, ahead of the annual enrollment period. The notice informs participants whether their prescription drug coverage is creditable and helps them avoid late enrollment penalties. Employers must also submit disclosure to CMS. Model notices are available from CMS to simplify compliance.
ACA Pay-or-Play Updates for 2026: What Employers Need to Know
Starting in 2026, applicable large employers (ALEs) must prepare for key changes under the ACA’s employer shared responsibility mandate. The affordability threshold rises to 9.96%, allowing slightly higher employee contributions, while penalties for noncompliance increase significantly. Enhanced premium tax credits (PTCs) also expire, reducing employee subsidy eligibility. Employers should review contribution strategies, assess penalty risks, and adjust compliance approaches to balance affordability, retention, and cost control.
FDA Approves First Generic GLP-1 Liraglutide Injection for Weight Loss
The FDA has approved the first generic version of liraglutide injection (Saxenda; Teva Pharmaceuticals), marking a major milestone in weight management treatment. Indicated for adults with obesity or overweight plus a related condition, and adolescents 12–17 weighing over 60 kg, the drug supports weight loss when combined with diet and exercise. This approval expands patient access to a more affordable GLP-1 therapy while maintaining proven safety and effectiveness.
ACA Employer Shared Responsibility: 2026 Updates Employers Must Prepare For
In 2026, applicable large employers face higher stakes under the ACA’s employer shared responsibility mandate. The affordability threshold rises to 9.96% of household income, while penalties for unaffordable or insufficient coverage climb significantly. Enhanced premium tax credits expire after 2025, reducing subsidy eligibility for employees. Employers should reassess contribution strategies, weigh compliance costs against penalties, and prepare for potential shifts in employee coverage preferences.
2024 MLR Rebates Issued
Independence Blue Cross (IBX) has issued 2024 medical loss ratio (MLR) rebates after certain plans fell below federal minimums. Eligible recipients include small and large group plans through Independence Assurance Company, Keystone Health Plan East, All checks were mailed on September 30, 2025.
Employers have 90 days to allocate rebates—either toward future premiums or as cash refunds—and should consult tax and labor guidance to ensure compliance under the Affordable Care Act.
Your consultant or broker can now access detailed 2024 MLR Rebate Impact Lists. This year, all rebates are aggregated by line of business, so each line of business will have a single check number. For questions or guidance on your rebates, please reach out. Click our video below for our recommended distribution strategy
Compliance Corner! Year-End Disclosure Deadlines for Health Plans
As the year closes, employers sponsoring group health plans must meet critical federal reporting and disclosure deadlines to remain compliant. Requirements under ERISA, the ACA, and the CAA mandate timely filings, with penalties possible for missed obligations. A compliance calendar outlining key dates for calendar-year plans helps sponsors stay on track and avoid costly errors while ensuring proper communication with employees and regulatory agencies.