Benefits Costs are Going Up. Are You Ready or Reactive?

If every renewal season feels like another “unprecedented” cost hike, you’re not imagining it. Healthcare costs are still climbing, and HR teams are once again being tasked to do the impossible: balance budgets and drive healthy outcomes. 

The good news? You don’t have to choose between cost control and compassion. More employers are proving that  proactive, preventive, people-first strategies deliver both ROI and retention. 

Here’s what we’re covering in this edition:  

• The foundation for preventive benefits delivery 
• Why empathy is the new cost management strategy 
• How to ensure your workforce enrolls in the right benefits for 2026 
• Plus, news you might have missed

Let’s dive in.  

HR’s Preventive Care Playbook: Stopping Claims Before they Start 

Healthcare costs aren’t just rising — they’re reshaping your people strategy.  

When preventive care falls through the cracks, absenteeism climbs, engagement drops, and claims balloon. The solution isn’t more coverage, it’s smarter communication and year-round trust-building.  

October brings both Breast Cancer Awareness and Mental Health Awareness Month, two reminders that early care saves lives and costs. These are among the biggest claim drivers in the U.S., and with Medicare cuts rippling through the system, access challenges are likely to increase. 

Here’s what forward-thinking employers are doing:  

• Year-round communication: Benefits education can’t be one-and-done.  Clear, consistent messages help employees remember and use preventive care. 
• Incentives that matter. HSA contributions and premium discounts are still gold. A $100 incentive now can save thousands later. 
• Permission to pause. Burnout fuels chronic health risks. Flexibility and PTO aren’t perks; they’re preventive care in disguise. 

We’re helping HR leaders balance costs with care by making benefits simple to understand, enroll in, and use. Let’s see what we can do for you.  

The most profitable thing you can do next year? Care. 

After a decade studying empathy in the workplace, one truth is clear: empathy isn’t soft — it’s strategic. 

• 91% of CEOs say empathy drives measurable business results. 
• 89% credit empathy with lower turnover, higher engagement, and even better health outcomes.

So what does empathy look like in action? 

• Beacon Health reworked its PTO policy to give employees true flexibility —engagement climbed and absenteeism dropped. 
• BASF rebuilt its benefits communications to reach every generation, boosting utilization of company-paid programs. 
• At Businessolver, we’re living it too — moving to reference-based pricing and tiered premiums so every employee has access to right-fit care that doesn’t break the bank. 

The data doesn’t lie: Empathy pays. Here’s the math. 

Reality Check: Do Your Benefits Meet Employee Expectations? 

Here’s the truth: most benefits weren’t designed to be understood. 
Plan names, acronyms, even EOBs can make employees second-guessing their choices — and that confusion costs everyone. 

Different generations want different things, but all share one need: clarity. 

• Gen Z: Digital-first, mobile-everything convenience. 
• Millennials: Holistic wellness and flexibility. 
• Gen X: Financial stability and security. 
• Boomers: Retirement readiness.

When employees understand their options, they make better choices — and need less help along the way. Smart design, plain language, and personalized experiences turn enrollment from a headache into a retention tool. 

News you might have missed 

Brooke Salazar, Sr. Director of Compliance at Businessolver, outlines 5 hot compliance topics brokers should pay attention to 

Allison Wallace, Chief Legal Officer at Businessolver, outlines how legal can be HR’s MVP at enrollment