- Providing world class service and value for employee benefit group plans since 1987
Student loan debt continues to shape employee financial behavior, career decisions, and long-term wellbeing. For years, employers interested in helping employees manage this
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In 2026, employers are being introduced to a new type of tax-advantaged savings vehicle commonly referred to as Trump Accounts. While not a
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Rising childcare and dependent care costs have become one of the most pressing challenges for today’s workforce. In response, 2026 brings a meaningful change for employers and employees alike: the permanent increase of the dependent care flexible spending account (DCFSA) limit to $7,500.
While this change may seem straightforward on the surface, it has important implications for benefits strategy, payroll administration, and employee communication. Employers that understand how to implement and position this update effectively can
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Health Savings Accounts (HSAs) have long been one of the most valuable tools available to employers and employees alike. They offer unmatched tax
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Telehealth has become a core component of modern healthcare delivery, but for years, employers offering high-deductible health plans (HDHPs) faced a difficult tradeoff. Providing first-dollar telehealth coverage often meant jeopardizing employees’ eligibility to contribute to health savings accounts (HSAs).
In 2026, that tradeoff is gone. Permanent regulatory changes now allow employers to offer telehealth services before the deductible without affecting HSA eligibility. This shift has significant implications for plan design, employee access, and long-term healthcare
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The benefits landscape in 2026 is being reshaped by one of the most significant pieces of legislation in recent years: the One Big
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Pharmacy costs have become one of the fastest-growing and least understood components of employer healthcare spending. For many organizations, prescription drugs—particularly specialty medications—now
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As healthcare costs continue to climb, employers are increasingly questioning whether paying more automatically leads to better care. In many cases, the answer
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As employers search for sustainable ways to manage rising healthcare costs, many are rediscovering a strategy that has long been undervalued: strong, accessible primary care. While much attention is placed on premiums, specialty drugs, and hospital pricing, primary care quietly influences nearly every downstream healthcare expense.
In 2026, employers that prioritize primary care are finding that it is not just a clinical benefit—it is a financial strategy that delivers long-term cost control and better employee outcomes.
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
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