Top Benefits Trends for 2026 (Part 2)

Financial Wellness & Smarter Plan Design

In Part 1 of this series, we covered two powerful trends—telehealth expansion and family-building benefits—that are reshaping what employees expect from their health plans. But that’s only half the story.

In this post, we’re digging into two trends that are just as important—but often overlooked: financial wellness and maximizing the plans you already have.

These aren’t just “nice to have” perks. They’re strategic moves that can improve retention, reduce stress, and make every dollar of your benefit budget work harder.

3. Financial Wellness Is the Next Must-Have Benefit

When people are stressed about money, it shows up at work—through absenteeism, burnout, and turnover. That’s why financial wellness programs are gaining momentum in 2026.

We’re seeing more employers offer:

• Student loan repayment assistance

• Budgeting apps and financial coaching

• Early access to earned wages (on-demand pay)

• Workshops or 1:1 guidance on saving, investing, and debt

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For school districts, this might mean partnering with local credit unions or offering employee assistance programs that include financial education.For small businesses, even a modest monthly contribution toward student loans or a simple tool like a budgeting app can create real value—and boost morale.

💡 S+H Tip: Survey your employees! You may find that the stress keeping them up at night isn’t healthcare-related—it’s financial uncertainty. Aligning your benefits with that need builds instant trust.

4. Getting the Most from HDHPs, HRAs & HSAs

Let’s be honest—high-deductible health plans (HDHPs) have a reputation problem. But in reality, they can be one of the most cost-efficient and flexible benefits when paired with the right tools and support.

The problem? Many employees don’t understand how to use them.

Too often we see:

• Employees avoiding care because they don’t know their plan covers preventive services 100%

• HRAs that confuse staff because they’re delayed or under-communicated

• HSAs left untouched because no one explains the triple tax advantage or investment potential

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For both schools and small businesses, getting this right can lead to:

• Lower premiums

• Smarter healthcare spending

• Better employee engagement

💡 S+H Tip: Education is everything. A one-time open enrollment meeting won’t cut it. We recommend ongoing communication, real-life examples, and proactive guidance—especially in the first 90 days of a plan year.

You Don’t Have to Do It All—Just Do What’s Right for You

You don’t need a flashy new benefit package. You need a strategic one—built for your people, your goals, and your budget.

That’s where we come in.

At S+H Benefit Solutions, we help school districts and small businesses make sense of a complicated system. We don’t just throw buzzwords at you—we break things down, explain your options, and help you build something that actually works.

Ready to explore which of these trends might work for your team in 2026? Let’s talk.