Research + Insights
We are keeping score and staying ahead of the industry.
We don’t mean to scare you, but the government is making a push to protect American workers and their retirement savings. That means new rules and stricter enforcement. If you think you’re immune, insured, or otherwise protected, just remember: Many of the plan sponsors in the crosshairs had no idea they were breaking the rules.
How you handle employee health data matters as much as the benefits themselves.
There’s a piece of the giant healthcare pie that we also need to talk about. The use of AI-powered health benefit tools means employers need to look at how they protect employee health data. Because how employers handle this data matters just as much as the actual benefits they offer.
Retirement plan changes to watch in 2026.
More changes are on the way in 2026 as key 401(k) and other contribution limits are set to rise. These changes create new savings opportunities for employees, but they also add to the compliance responsibilities for plan sponsors.
Healthcare premiums are surging and employees know it.
Rising healthcare premiums are a budget program and employee retention problem. You’ve seen the headlines. So have your employees. Healthcare premiums are expected to rise sharply for both employer sponsored benefits and ACA plans.
Voluntary benefits: These employee ‘perks’ are having a moment.
Employers are expanding access to voluntary benefits to help employees who want more flexibility and options. Plan sponsors are looking at every angle to improve the business of benefits and nearly 1 in 3 employers plan to expand voluntary benefits by 2027 as a key driver.
Data is your best defense
Do you own your health plan data? It’s possible you aren’t sure. Many employers and plan sponsors aren’t aware of how to access their data. Let alone audit it. Yet every self-insured health plan relies on one critical asset to function responsibly: pricing and claims data.
New rules for catch-up contributions.
The IRS just finalized new rules under the SECURE 2.0 Act, and they’re going to matter for both employers and employees when it comes to retirement savings. Starting in 2027, catch-up contributions will be made as Roth.
Offering retiree benefits? Here’s what employers should know.
Some employers extend benefits to retirees. Over time, these benefits may be tweaked to accommodate budgets, eligibility changes, or plan redesign. A recent Supreme Court decision has provided more clarity on how far employers can go when adjusting their retiree benefits.
The “Insurance Cliff” at 26: Why employers need to step up.
Young adults turning 26 are focused on making big life moves. But, for some, it’s also when they lose access to health insurance and this “insurance cliff” can mean expensive or confusing choices. But employers can make a difference. Better benefit programs may prevent them from falling through the cracks.
Employers should pay retirement plan fees (then everyone wins)
Employers should pay retirement plan fees instead of deducting them from employee accounts. Not only is this a win for your employees, but it’s a strategic move that benefits you as an employer, too.
AI has its foot on the gas pedal, and it’s changing how employee benefit plans are managed.
Artificial intelligence is not just for tech headlines. It’s transforming many business practices, and employee benefit plan administration is no exception. AI has caught the eye of state lawmakers, regulators, and ERISA litigators, reshaping plans and fiduciary oversight.