2026 holds significant changes to healthcare and the employee benefits landscape. To help you navigate these updates, we’ve highlighted four key healthcare trends to keep on your radar for 2026 and beyond.
Telehealth and remote care services will no longer impact HSA eligibility.
The era of worrying about whether a quick virtual doctor’s visit will disqualify your HSA is over. Under the One Big Beautiful Bill Act (OBBBA), individuals enrolled in an HSA-compatible HDHP can receive telehealth and remote care services from dollar one of coverage without disqualifying them from contributing to a Health Savings Account (HSA). This permanent safe harbor applies retroactively to plans effective January 1, 2025.
Previously, individuals who enrolled in a High-Deductible Health Plan (HDHP) with a Health Savings Account (HSA) had to meet their deductible before receiving these services in order remain HSA eligible.
You can now pay for certain Direct Primary Care (DPC) with an HSA.
Effective January 1, 2026, individuals are permitted to pay for qualified Direct Primary Care (DPC) memberships with HSA funds without losing their tax-advantaged HSA participation, provided the DPC monthly fees are below $150/individual or $300/family.
Please note the DPC can only provide primary care services, which excludes most prescription drugs and certain lab services.
Dependent Care FSA increases its maximum contribution – provided your employer opts in.
For the first time in decades, the Dependent Care FSA maximum contribution is seeing an increase. Effective January 1, 2026, the Dependent Care FSA limit will increase to $7,500, and $3,750 for married couples filing separately. This jump from the decades-old $5,000 contribution threshold is welcome news for many working families. Please note that the law does not mandate this increase; employers may choose whether to adopt it. Please check with your employer or HR department to confirm whether the new maximum is permitted.
Employers, please check our easy FAQ page for more information on this change.
The rise of holistic and personalized benefits.
Experts predict a shift in focus toward personalized benefits in 2026 that focus on total well-being for individuals that positively impacts emotional, financial and physical health. Many leading companies are exploring creative benefits to incorporate into their offerings for employees – a Lifestyle Reimbursement Account is one example of a top solution that continues to gain momentum across organizations.
A Lifestyle Reimbursement Account – also referred to as a Lifestyle Spending Account – allows employers to curate a wellness plan that reimburses specific expenses to help employees achieve and maintain wellness goals, whether it’s traditional health and wellness objectives, or items that focus on mental, emotional and financial wellness.
To give you an idea of the creative possibilities of these plans, check out real case scenarios and plan designs.
Lifestyle Reimbursement Account
Discover how P&A can help your company’s benefit strategy in 2026 and beyond.
