How to Design Inclusive Coverage for IVF, Adoption, and Surrogacy
How to Leverage Employee Benefits Data: Key Metrics HR Needs to Track to Prove Benefits ROI
As healthcare and benefits costs continue to rise faster than inflation, HR leaders are under growing pressure to do more than simply administer benefits as they must now prove that their benefits strategies deliver measurable business value. Executive leadership increasingly wants answers to difficult questions:
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Are we investing in the right employee benefits programs?
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Which benefits are driving engagement, health improvements, or productivity gains?
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The Benefits of Blockchain for Claims Processing
As U.S. healthcare costs continue to rise at unsustainable rates, more employers are searching for non-traditional ways to regain control over their medical spending. Premium increases, network consolidation, growing pharmacy costs, and opaque hospital pricing structures have made it increasingly difficult for companies, particularly small to mid-sized employers, to forecast budgets or maintain affordable coverage for employees. Among the alternative cost-containment strategies gaining attention is Reference-Based Pricing (RBP), a model that promises dramatic cost reductions by As healthcare costs continue their relentless For many employers, pharmacy benefit spending For employers offering group health insurance, HIPAA compliance is more than a legal obligation, it is a foundational responsibility that protects employees’ privacy, builds trust, and reduces the risk of costly penalties. But despite HIPAA being in force for decades, most employers still misunderstand their duties, especially when it comes to how HIPAA applies to group health plans, benefits teams, and third-party vendors. In 2025, with stricter enforcement, greater digital data sharing, and tighter integration between In today’s workforce landscape, offering group health insurance has shifted from a “nice-to-have” benefit to a core requirement for attracting and retaining talent — even for small businesses with limited budgets. The expectations of employees, the complexity of the healthcare system, and the evolving regulatory environment all pose new challenges for small employers trying to provide competitive, compliant, and affordable health coverage. 2026 brings both opportunities and obstacles: medical inflation is rising, but federal incentives for Compliance has always been a critical part of employer-sponsored group health plans, but in 2026, the landscape is more complex than ever. Between federal transparency rules, new reporting obligations, updated Affordable Care Act (ACA) requirements, and expanded state-level mandates, employers must navigate an increasingly detailed set of responsibilities, each one tied to strict penalties if missed. For HR leaders, benefits managers, and business owners, the challenge isn’t just understanding what must be reported or We just started working with Taylor Benefits and could not be happier. Todd gave us quite the education as well as some time saving tools to help us manage our HR and save money too. We are looking forward to a long relationship!” -Carol, Accounting Manager, recruitment marketing company, Campbell, CA We’re ready to help! Call today: 800-903-6066
Is Distributed Ledger Technology the Solution
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Reference-Based Pricing (RBP) Explained: Is RBP the Future of Group Health or a High-Risk Gamble?
Captive Insurance vs. Self-Funding: Financial Models and Risk Profiles for Mid-Market Employers
Unbundling Pharmacy Benefits: Why Your PBM Contract Is Your Biggest Opportunity for Health Plan Cost Containment in 2026
The Rise of High-Performance Networks (HPNs)
How to Evaluate an HPN Strategy
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HIPAA Compliance for Employers Offering Group Health Plans
What Small Businesses Should Know About Group Health Insurance in 2026
Reporting and Disclosure Requirements for Group Health in 2026
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