For benefits leaders, affordability can’t stay on the back burner. Half of our workforce is worried about the cost of care. Simply passing rising costs to employees is no longer sustainable. This challenge demands immediate action to cut total health care costs through rigorous plan audits, innovative funding strategies, and alternative payment models that prioritize transparency and value.

2. 9% median health care cost increase next year

After two straight years where actual cost increases exceeded forecasts, the median projected hike for 2026 is a staggering 9%. I’ve seen firsthand how these cost increases are squeezing budgets and forcing businesses into difficult decisions. For brokers and consultants, the message is clear: clients must be prepared for candid conversations about plan design, contribution strategies, and alternative solutions. The path forward requires bold, innovative strategies — such as reference-based pricing, direct contracting, and rigorous claims audits — that help contain costs while protecting employees’ access to quality care.

3. 60% of employers plan to explore an alternative health plan by 2028

The appetite for innovation is stronger than ever. By 2028, 60% of employers say they expect to evaluate alternative health plan models — ranging from level-funded and self-insured plans to RBP and direct contracting. This is a seismic shift away from the status quo, driven by the need for greater predictability, transparency, and control over costs. For brokers and consultants, it’s imperative to stay up to date on emerging trends and be prepared to guide clients through the complexities of plan design, vendor selection, and regulatory compliance.

Why these numbers matter — and what we should anticipate for 2026

Taken together, these three statistics paint a clear picture: the traditional approach to employer-sponsored health care is under unprecedented strain. Employees are worried. Costs are rising. The demand for better benefits is growing. And during pressing challenges, more organizations than ever are looking for alternatives.

Instant Insights /

3 statistics every benefits consultant and employer should know heading into 2026

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