When renewal season arrives, most benefit decisions get made under pressure and on a short timeline. That pattern has a cost.

When employers shop for health coverage, the conversation almost always begins with the same question: which network? The assumption embedded in that question is significant. It treats the network as the foundation of the benefits strategy—the starting point from which everything else is built. That assumption is worth examining.

When discounts are calculated from inflated list prices, they can create the illusion of savings without addressing the underlying cost of care. Understanding how these pricing mechanics work is an important first step for employers trying to manage healthcare spending more effectively.

Renewal season rarely waits for a quiet calendar. As projects stack up, so do the questions. What do our people need most? Where are we paying too much? Mercer projects a 6.5 percent increase in employer health benefit costs in 2026 , which can make open enrollment feel daunting. 

Even a thoughtful benefits program will not reach its full potential unless employees understand it. Clear, thoughtful communication is necessary.

See why supplemental health insurance is a smart move for employers—filling gaps, easing stress, and strengthening your benefits strategy.

With premiums rising, out-of-pocket limits climbing, and new rules on the horizon, this year’s Open Enrollment isn’t just routine—it’s a turning point. Here’s what employers need to know (and do) to stay ahead.

With the 2026 updates to HSA contribution limits and HDHP requirements, there are new opportunities to enhance these benefits while maximizing