Top Benefits Trends for 2026 (Part 1)

Telehealth & Fertility Support Are Reshaping the Landscape

It’s no secret that employee benefits are changing—but the biggest shifts aren’t always about big budgets. For schools and small businesses, the smartest strategies for 2026 are the ones that blend flexibility, access, and a personal touch.

In this two-part series, we’re breaking down the top benefits trends that we believe every school district and small business should be paying attention to—starting with two areas that can make a big impact without breaking the bank: telehealth and fertility support.

1. Telehealth 2.0: Beyond Cold & Flu

Telehealth used to be a backup plan—something to use when you couldn't get an in-person appointment. But in 2026, it’s becoming a preferred method of care delivery for specialties like:

• Mental health (therapy, psychiatry, addiction recovery)

• Dermatology and women's health

• Chronic condition support

  
  

For schools, this helps bridge the care gap for staff in rural or underserved areas—particularly when it comes to access to therapy and mental health care, where waitlists are often long.

For small businesses, it’s a cost-effective way to offer meaningful care access without inflating your plan’s network costs. Many plans now bundle virtual care options, and utilization is climbing fast.

💡 S+H Tip: Ask your broker or carrier whether your plan includes embedded telehealth. If not, there are affordable, reputable stand-alone options that can be added mid-year.

2. Fertility, Family-Building & Inclusive Benefits

Family-building benefits have moved beyond tech companies—and they’re not going anywhere.

From IVF and IUI to egg freezing, adoption stipends, and surrogacy support, employers are rethinking what “health” coverage really means. And more importantly, they’re taking steps to be inclusive of all types of families, including LGBTQ+ employees and single parents.

For schools, these benefits offer an edge in recruiting and retaining younger staff. For small businesses, you don’t need to offer a full-blown fertility plan—creative solutions include:

• Reimbursing up to a set amount per year for fertility-related costs

• Partnering with local clinics or financing programs

• Educating employees on how to use HSA/FSA funds toward qualified expenses

💡 S+H Tip: Consider starting with a family-forming resource hub or offering educational support—even small steps toward inclusivity can make a big impression.

What's Next?

Coming up in Part 2, we’ll unpack:

• How financial wellness is becoming the most requested benefit among Gen Z employees

• Why high-deductible health plans (HDHPs) aren’t the enemy—when designed right

If you want to review what trends make the most sense for your team (without increasing your spend), reach out to us. We’d love to help you build a plan that works—for you and your people.