2026 MARKET TRENDS

Employee Benefits Technology

Key Takeaways

Employee benefits technology is evolving to support changing workforce expectations around well-being, affordability and flexible work arrangements
Employers are increasing investment in digital platforms, virtual care and AI-driven tools to help improve benefits navigation, personalization and preventive care access
Technology-enabled controls are playing a growing role in managing rising costs tied to specialty drugs, utilization and supplemental benefit offerings

Employers identify AI and digital health solutions as a top four benefits trend over the next two to three years Source: American Telemedicine Association. Understanding the Critical Advantages of Telehealth Adoption, 2026.

Overview

Today’s workforce places greater emphasis on holistic well-being (i.e., mental, physical, financial), affordability and flexibility than previous generations. Hybrid and remote work arrangements continue to redefine how employees engage with benefits, while demand for specialty drugs such as GLP-1s and parental support such as fertility treatments continues to increase. Together, these shifts are influencing how employers evaluate and modernize their benefits strategies.

Benefits technology plays an increasingly important role in meeting these expectations. When applied thoughtfully, technology supports engagement across diverse work environments, helps employees make informed healthcare coverage decisions, enhances job satisfaction and supports retention.

Digital Well-Being Platforms and Multi-Dimensional Health

Employees increasingly expect well-being solutions that are accessible and easy to use. Concerns about being overinsured or overcharged for healthcare continue to drive demand for digital tools that feel transparent and intuitive. In response, employers are expanding digital well-being and employee experience platforms to improve benefits navigation, engagement and trust.

Employees also increasingly prefer automated, algorithm-driven tools when making benefits and well-being decisions, and individuals often favor algorithmic guidance for predictions and estimates. This preference extends to benefits elections, holistic health check-ins and treatment pathway selection, reinforcing the role of technology in how employees choose to engage with benefits.

Digital well-being platforms support multiple dimensions of health and align benefits with how employees prefer to make decisions.

of employers have formal well-being programs

plan to increase well-being budgets in the next 12 months

of programs focus on multiple well-being dimensions

Source: Brown & Brown Employer Health & Benefits Strategy Survey, 2026

Virtual Care and Preventive Health Technology

44.2% of employers plan to introduce virtual primary care

Source: Brown & Brown Employer Health & Benefits Strategy Survey, 2026

Virtual care can improve access to preventive services and early care, helping reduce long-term costs.

Preventive services focused on emotional health and obesity remain a priority as employers work to reduce future high-cost claims. Digital tools supporting mental health, EAP engagement and chronic condition management for conditions such as diabetes and heart disease continue to see widespread adoption.

Virtual care use has accelerated over the past five years and continues to deliver strong satisfaction and positive clinical outcomes. High patient satisfaction and provider-reported improvements support telehealth as a practical and convenient access point for care. Most individuals who have used virtual care indicate they would use it again, reinforcing its role across primary care, behavioral health and chronic condition management.

AI and Data-Driven Personalization

AI continues to reshape benefits strategies through predictive analytics, personalized care recommendations and more intuitive navigation tools. Employers are increasingly adopting AI-enabled platforms across web and mobile applications to guide employees to relevant benefits and resources at critical moments.

These technologies deliver more tailored experiences within the employer healthcare ecosystem while reducing administrative workload. Improved benefits comprehension and targeted guidance support better decision-making and more efficient use of benefits over time.

AI-driven tools can improve benefits navigation, support cost control and enhance the employee experience.

Cost Management Through Tech-Enabled Controls

80.3% of employers are rethinking health and welfare strategies due to inflation and economic volatility

Source: Brown & Brown Employer Health & Benefits Strategy Survey, 2026

Technology-enabled controls help manage rising costs while supporting flexible benefits and financial well-being.

Rising specialty drug costs and expanded GLP-1 coverage continue to drive adoption of eligibility management tools and data-driven utilization tracking. Employers are increasing visibility through dashboards, last-login reporting and automated deactivation of inactive users to help reduce unnecessary spend and strengthen oversight.

Broader economic pressures are also prompting employers to expand supplemental benefits such as financial well-being programs, family planning support and lifestyle spending accounts. These offerings address financial stress, caregiving demands and well-being needs while enabling employers to manage costs through defined funding limits and eligible expense categories.

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