Family-forming benefits have become a central part of modern employee benefits strategies, but not all family-building paths are treated equally under traditional benefit designs. In 2026, employers are increasingly recognizing that legacy approaches to fertility, parental leave, and dependent benefits often fail to support LGBTQ+ employees in meaningful or equitable ways.
Inclusive family-forming benefits are no longer just a statement of values, they are a practical necessity for attracting and retaining diverse talent, ensuring compliance, and
For many years, women’s health benefits in employer-sponsored plans were largely synonymous with maternity coverage. While pregnancy and childbirth remain important components of healthcare, they represent only a small portion of women’s health needs across a lifetime. In 2026, employers are increasingly recognizing that a maternity-only approach is outdated, incomplete, and misaligned with today’s workforce.
Women’s health benefits are expanding to address a broader range of physical, mental, and reproductive health needs—from fertility and contraception to menopause, chronic conditions, and
As workforces age and career trajectories extend longer than ever, employers are confronting a reality that has historically been overlooked in benefits design: menopause. Affecting a significant portion of the workforce, menopause is no longer a private health issue—it is a workplace health and productivity issue.
In 2026, leading employers are beginning to recognize that supporting employees through menopause is not just an act of inclusivity, but a strategic investment in retention, engagement, and performance. Organizations
Fertility benefits have rapidly moved from a niche offering to a mainstream expectation in employer-sponsored health plans. In 2026, employers face a shifting
Executive compensation has always been a sensitive and highly regulated area of employer benefits planning. In 2026, that complexity increases further as updated
Paid family and medical leave has moved from a “nice-to-have” benefit to a core expectation for many employees. For years, however, employers faced uncertainty when evaluating paid leave programs because the associated federal tax credit was temporary and subject to expiration.
That uncertainty has now been removed. With the paid family and medical leave tax credit made permanent, employers in 2026 have a clearer, more stable framework for offering paid leave while managing costs. This change
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
