Health & Welfare Benefits Year End Roundup: 2025 Regulatory Highlights
As 2025 draws to a close, employers and benefits professionals face a shifting regulatory landscape that will shape health and welfare programs in 2026 and beyond. This year’s developments underscore the government’s dual priorities: expanding access, modernizing benefit delivery, and balancing compliance with practical flexibility. Below is a roundup of the most significant regulatory highlights.
Guidance Under the “One Big Beautiful Bill Act”
The centerpiece of this year’s legislative activity was the One Big Beautiful Bill Act, a sweeping measure designed to streamline disparate benefits regulations into a unified framework. Guidance issued in late 2025 clarified employer obligations around consolidated reporting, simplified disclosure requirements, and harmonized compliance deadlines. For HR and compliance teams, this means fewer overlapping filings and a clearer roadmap for aligning health, welfare, and retirement benefits under one umbrella. While implementation will roll out gradually, the Act signals a long term shift toward integrated benefits governance.
Telehealth Expansion
Telehealth continued its rapid ascent, with regulators extending pandemic era flexibilities and codifying them into permanent rules. Employers can now offer telehealth services as a core benefit without jeopardizing compliance with group health plan standards. Expanded provisions allow for cross state provider licensing reciprocity, broader coverage for behavioral health, and incentives for digital health platforms. For employees, this translates into greater convenience and access, particularly in rural or underserved areas. For employers, telehealth expansion offers a cost effective way to meet rising demand for accessible care.
HSA and Dependent Care Program Updates
The IRS released updated contribution limits for Health Savings Accounts (HSAs) and Dependent Care Assistance Programs, reflecting inflation adjustments and policy priorities. HSAs saw modest increases, encouraging employees to save more for out of pocket medical expenses. Dependent care programs received expanded eligibility thresholds, making it easier for working parents to offset childcare costs. Employers should revisit plan communications to ensure employees understand the new limits and opportunities. These updates reinforce the government’s focus on financial wellness as a pillar of overall employee wellbeing.
Paused Enforcement of Mental Health Parity Rules
In a surprising move, regulators announced a temporary pause on enforcement of certain Mental Health Parity and Addiction Equity Act (MHPAEA) provisions. The pause is intended to give employers and insurers time to adapt to complex comparative analyses required under the rules. While parity remains a statutory requirement, enforcement discretion acknowledges the challenges of measuring mental health benefits against medical/surgical benchmarks. Employers should use this window to strengthen parity compliance frameworks, audit plan designs, and prepare for eventual resumption of enforcement.
What Employers Should Do Now
- Audit benefits programs for alignment with the One Big Beautiful Bill Act’s consolidated requirements.
- Expand telehealth offerings to leverage new regulatory flexibilities.
- Update plan documents and communications to reflect HSA and dependent care changes.
- Prepare for mental health parity compliance despite the enforcement pause, treating it as a grace period rather than a reprieve.
Looking Ahead
The 2025 regulatory cycle reflects a broader trend: benefits policy is evolving to meet modern workforce needs while balancing cost pressures. Employers who act proactively—integrating telehealth, promoting financial wellness, and ensuring parity—will be better positioned to navigate rising costs and employee expectations in 2026.
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