Q4 is around the corner, and for many companies, it isn’t just about closing the year, it’s also about planning for the future. This time of year is the ideal time to review the cost of employee benefits and determine if the current benefits package and wellness initiatives are supporting your team and serving your business goals.
Employee benefits should be looked at not as an expense, but as an investment. Like any investment, benefits need to be regularly reviewed to ensure they’re delivering results, such as attracting and retaining top talent and the most important aspect: keeping your team healthy, productive, and feeling valued.
Here’s how to use this season to align your goals for 2026 with an employee benefits strategy that’s in line with your budget and objectives.
- Audit Your Current Benefits for Relevance, Value, and Cost
You can start by asking these questions:
- Which benefits are employees actually using?
- Are there benefits that are being underutilized or misunderstood?
- Are we covering the needs of the different employee demographics and life stages in our workforce?
Employee surveys, utilization reports, and even informal conversations can uncover where your investment is paying off, and where it’s falling short.
- Consider the Total Employee Experience, Not Just Coverage
Competitive health coverage is essential, but it’s not the whole story. Wellness programs, flexible work options, mental health resources, and professional development opportunities all contribute to retention and engagement. And the best part is that there are many options that could also help you navigate the rise of healthcare costs.
The most effective programs integrate these elements into a cohesive, easy-to-navigate experience for employees.
- Balance the Cost of Employee Benefits with Long-Term Impact
Here’s a classic example: You might think reducing preventive care coverage will lower your premium costs (less preventive care, lower premiums).
But the reality is that those short-term savings will cost you more. Without preventive care, it’s more likely to have more claims in the future, illnesses and conditions that will end in greater costs and less productivity. That’s why working with the right benefits partner to design employee benefit plans can reduce the cost of employee benefits and protect your team’s well-being.
- Factor in Your 2026 Talent Goals
How can you stand out in the competitive hiring market? If you plan to grow headcount, expand into new markets, or compete for specialized talent, your benefits package needs to reflect that. Think about what will make your offer stand out in a competitive hiring landscape — whether that’s enhanced family benefits, expanded wellness options, or a more flexible benefits model.
- Leverage Your Broker as a Strategic Partner
Your benefits broker must offer comprehensive services, helping you analyze trends in the market, what the different generations are demanding, forecast future needs and design benefits package to keep your team healthy and right on budget. This is where strategic collaboration can unlock opportunities you may not have considered.
The Takeaway:
Reviewing your group health renewal isn’t just about numbers — it’s about aligning your investment in people with the future you want for your business. By approaching benefits and wellness planning with both today’s needs and tomorrow’s goals in mind, you’ll be setting the stage for stronger performance in 2026 and beyond.
At SSA Insurance Services, we help employers turn benefits from a line item into a competitive advantage. The right strategy now can pay dividends all year long.
Since 2013 SSA Insurance Services has been helping organizations of all sizes to promote and protect the health and wellness of their most important asset: their employees. Stephanie San Antonio and her team do this by working with employers to design, implement, and maintain a company culture that is in line with their mission and values, and building a comprehensive benefit package that attracts and retains their top talent. Call SSA at (760) 203-4299 for a complimentary benefits package review, to make sure your group health plan is in compliance, and for help with establishing a wellness program for your employees to keep them healthy, happy and engaged.
