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Telehealth isn’t just a pandemic-era fix—it’s now a core part of employee benefits. In 2026, the virtual care landscape continues to expand, with broader employer adoption, greater service diversity, and smarter integration into larger health strategies.
As of 2022, over 85% of insurance plans included telehealth offerings.
Near-universal coverage was seen in hospital systems, where 100% either offered or planned to offer virtual care by 2026.
For employers, that means telehealth is fast becoming a standard expectation, rather than just a perk. Let’s find out how you can improve your benefits offerings by adding telehealth in your group health plans.
Employers are no longer piloting telehealth—they’re embedding it across primary care, specialty consults, and chronic condition monitoring. This reflects overall industry trends where digital-first models are becoming foundational.
Virtual mental health services—especially telemental health—are surging. Telepsychiatry provides care that’s often as effective as in-person sessions, especially when access to providers is a barrier . Many employers now include virtual therapy, counseling, and even app-based mental health support in their coverage packages.
RPM is scaling rapidly, especially for chronic conditions. By 2026, RPM usage is expected to grow steadily—helping reduce hospital readmissions and detect problems earlier. Forward-thinking employers are partnering with providers that package RPM devices (e.g. glucometers, blood pressure cuffs) with virtual oversight.
Telehealth platforms are becoming smarter. Employer plans are starting to include wearable integration, so clinicians get real-time data on sleep, heart rates, or activity. Combined with AI-powered analytics, these tools can enhance chronic care and health coaching—whether in primary care, behavioral health, or population health programs.
Full telehealth isn’t practical for everything. Employers are increasingly supporting hybrid care models—where initial consults may be virtual, followed by in-person labs, imaging, or procedures as needed. This balances convenience with quality.
A growing trend: telehealth-enabled access to obesity care, especially GLP-1 medications. For example, the telehealth provider 9amHealth has partnered with Cost Plus Drug Company to offer employers cost-conscious GLP-1 and chronic disease treatments via virtual consultations. This is part of a broader move to make chronic and preventive care more accessible through virtual programs.
Medicare will continue expanded telehealth benefits through September 30, 2026, allowing seniors (and spouse dependents on retiree plans) access to virtual care regardless of rural status. Because employer plans often align with broader healthcare policy, this extension reinforces the value of virtual benefit inclusion.
States and healthcare associations are pushing for standardized, accessible telehealth coverage. For instance, in Massachusetts, healthcare leaders are urging HHS to expand telehealth access and remove prior authorization red tape. Employers may need to anticipate and respond to changing access norms.
Most employers now include:
Virtual primary and urgent care
Tele-mental-health (therapy, psychiatry)
Virtual wellness coaching and chronic condition check-ins
Employers are adding:
RPM as a value-add, not just a clip-on
AI-powered triage, cost-savings coordination, and behavioral health tools
Access to chronic prescribing and monitoring, especially for obesity and diabetes (e.g., GLP-1 drug programs)
By bundling virtual consults with low-cost Rx options and condition management, employers show employees that plans are both accessible and high-value. The Cost Plus / 9amHealth model—offering both care and meds virtually—is a perfect example of this new hybrid approach.
Employers successful in telehealth adoption often:
Provide clear “how to use” guides for virtual care
Run benefit communication campaigns emphasizing convenience, privacy, and outcomes
Train managers to help front-line staff navigate options
| Benefit | Why It Matters |
|---|---|
| Increased access | Employees get care faster—especially behavioral and primary care |
| Lower costs | RPM reduces hospital visits; virtual consults cost less than ER or urgent care |
| Better member satisfaction | Virtual mental health is convenient and discreet |
| Enhanced continuity | Virtual care supports chronic management and reduces care gaps |
Telehealth in 2026 is not a bonus—it’s a foundational benefit. Employers who elevate telehealth from “just available” to “strategically integrated” gain employee buy-in, cost efficiency, and modern care models.
At Taylor Benefits Insurance, we help employers:
Evaluate and layer telehealth options in your benefits package
Add RPM, mental health, and chronic care virtual programs
Design communications that drive utilization and satisfaction
Want to explore how to integrate these trends into your plan effectively?
Let us help you build your employee benefits strategy for 2026.
Many plans now allow telehealth visits before the full deductible is met. Employers are offering virtual care at lower costs to make it easier for employees to get care early and manage health issues before they become serious. Coverage details can vary, so it is best to check with your plan administrator.
Telehealth benefits continue to evolve alongside regulatory updates. For example, federal extensions of telehealth access and state‑level policy pushes for standardized coverage are influencing how employers structure their virtual care offerings.
Most employer telehealth plans extend coverage to spouses and children. This ensures families have access to virtual care for common illnesses, preventive checkups, or specialist consultations.
Modern telehealth platforms use encryption and secure authentication systems to protect patient data. Employers also rely on compliant vendors that follow strict privacy standards. This ensures sensitive medical information remains confidential and protected from unauthorized access.
Todd Taylor oversees most of the marketing and client administration for the agency with help of an incredible team. Todd is a seasoned benefits insurance broker with over 35 years of industry experience. As the Founder and CEO of Taylor Benefits Insurance Agency, Inc., he provides strategic consultations and high-quality support to ensure his clients’ competitive position in the market.
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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