2026 resolutions every benefit manager should prioritize

• Key Insight: Discover how holistic benefits strategies reshape daily employee experience beyond traditional coverage.  
• What's at Stake: Failing to modernize benefits risks talent loss, lower engagement, and rising costs.  
• Forward Look: Expect modular, customizable packages with expanded telehealth, fertility, and eldercare supports.
• Source: Bullets generated by AI with editorial review

As benefit managers head into 2026, many are rethinking what it really means to support employees — and recognizing that benefits play a bigger role than ever in shaping the day-to-day employee experience. 

Rising healthcare costs, economic uncertainty, and evolving workforce expectations are forcing employers to move beyond one-size-fits-all offerings. The good news? Small, intentional changes to benefits strategy can have an outsized impact on employee trust, engagement, and retention. Here's where benefit managers should put their focus in 2026:

Resolution #1: Embrace holistic well-being

One of the most meaningful resolutions benefit leaders can make is to take a more holistic view of employee well-being. While healthcare coverage remains the foundation, employees are increasingly looking for support that goes beyond doctor visits. Expanded mental health resources, preventive care, digital wellness tools, and stress-management programs signal that employers understand the full picture of employee health — not just what shows up on a claims report.

Read more: Exclusive research: Are benefit managers out of touch on workplace wellness?

Resolution #2: Help employees conquer their finances

Financial stress is another area where benefits can make a real difference in 2026. Between inflation, student loan debt, and caregiving responsibilities, many employees are feeling stretched thin. Employers that offer financial wellness programs, emergency savings options, or access to coaching and education can help relieve some of that pressure. 

Read more: Employers boost financial wellness efforts as worker stress rises

Resolution #3: Address the whole family through benefits

Family-focused benefits — like expanded parental leave, fertility support, and eldercare resources — will continue to grow in importance as workers juggle responsibilities both at work and at home.

Read more: Eldercare support: The next frontier in family-friendly benefits

Resolution #4: Make technology a part of your team

Technology is also reshaping how employees experience their benefits, and benefit managers should lean into that shift. Smarter platforms, data analytics and AI-powered tools can simplify enrollment, personalize recommendations, and help employees better understand what's available to them. For HR teams, these tools can reduce administrative burden and create more time to focus on strategy and employee connection rather than paperwork.

Read more: What AI means for burnout, benefits and trust at work in 2026

Resolution #5: Rethink RTO

Flexibility remains a defining theme heading into 2026. Hybrid work, remote options, telehealth access, and customizable benefit packages all reflect the reality that today's workforce isn't uniform. Employees want benefits that fit their lives — not the other way around. Giving workers more choice, whether through flexible schedules or modular benefit options, helps create a sense of autonomy and trust.

Read more: EBN Best of 2025: Benefit leaders react to RTO

Even the best benefits fall flat if employees don't know about them or don't understand how to use them. Clear, consistent communication should be a core resolution for benefit managers this year. Regular check-ins, easy-to-navigate resources, and ongoing feedback loops can help ensure benefits feel accessible, inclusive, and genuinely supportive. As 2026 approaches, benefit leaders who listen closely and adapt intentionally will be best positioned to meet employees where they are — and where they're headed.