Measurable cost-saving solutions are the future of benefits

Modifying health care utilization through targeted communication campaigns to educate employees on making more informed choices about their health care requires a small investment but can yield big results. Often, employees can receive the same quality care at a lower cost to employers and less out-of-pocket expenses for employees. An example would be diagnostic testing at an independent imaging center vs at a hospital.

Understand employee values and perceptions

With a heavy emphasis on money-saving solutions, employers might be inclined to cut benefits that in the past have been considered "nice to have," such as family forming benefits, caregiving, and mental health. Instead, employers should look to evaluate whether they have the right programs in place to support their diverse workforce.

Employee needs and their value perception of benefits changes through their life stage. Younger employees compared to employees married with children have different priorities pertaining to their health and wellbeing. For example, in a recent review of OneDigital's employee value perception study, we found that employers with a high number of employees who are married with children value their health insurance higher than the benchmark.

Prioritize year-round engagement and communication

In 2026, budgets will continue to be stretched thin. One of the greatest opportunities small to midsize-employers have will be to gain more value out of their existing benefits by implementing a year-round engagement and communications strategy. Communication about benefits during open enrollment is necessary but often feels sterile and transactional.

Many valuable services and support for employees are overshadowed by discussions around contributions or network changes. Additionally, open enrollment coincides with a busy time of year for most employees, both personally and professionally. When benefits are only communicated once, employees may forget what is available to them. To create successful benefit strategies in 2026, employers can consider:

• Establishing a single source of truth, it's important to ensure information about benefits is easy to find and for employees to reference materials.
• Using the right communication modalities to reach your people, whether that's email, text, calls, etc. For example, if employees in the field don't rely on emails, they may not see the message in time.
• Communicating about employee resources in the context of total wellbeing, and educating employees on physical, mental, and financial wellbeing topics.
• Using technology that allows you to measure the reach and impact of your communications, helping employers to continually refine their approach.

Engaged and thriving employees are good business. In fact, happiness increases employee productivity by 12%. Employers can improve employee satisfaction and total wellbeing through policy and organizational changes.
According to OneDigital's Employee Value Perception Study, having flexibility over where they work was a top driver of overall happiness at work. Other examples of policies or culture initiatives that are often perceived as high value, include leadership and management training, feeling a sense of belonging, and feeling a sense of social connection at work.

Offer financial guidance

Just as financial constraints are top of mind for employers, employees are also burdened with the rising cost of daily living and economic uncertainty. Finances are the number one stressor for employees and significantly contribute to mental health conditions and workplace productivity. Savvy employers are offering employees financial wellbeing support in the form of individual education and guidance, budgeting tools, and planning.

As employers look ahead to 2026, cost containment is no longer just a financial strategy, it is a workforce imperative. The sustained rise in health care expenses, combined with broader economic pressures on employees, demands a more intentional and disciplined approach to benefits design. Employers that succeed will be those that move beyond broad, feel-good initiatives and instead prioritize solutions that deliver measurable value, guide smarter health care decisions, and maximize the return on existing investments.

At the same time, controlling costs does not mean compromising the employee experience. Benefits that are well-aligned with workforce needs, clearly communicated throughout the year, and supported by flexible policies and financial wellbeing resources can help employers manage spend while strengthening engagement, productivity, and retention. In an environment where both businesses and employees are under financial strain, the most effective benefit strategies for 2026 will balance fiscal responsibility with empathy, protecting organizational sustainability while supporting the health, wellbeing, and livelihoods of employees and their families.