This Just In ...
2026 Compliance Watch: What Employers Must Prepare for Now
New Rules, New Deadlines
Regulators are increasing scrutiny of employer health plans in 2026, and several new requirements are already in motion. Employers should review their compliance strategies now to avoid penalties and ensure their plans remain competitive.
Mental Health Parity Enforcement
Federal agencies are stepping up audits to ensure that mental health benefits are comparable to medical/surgical benefits. Employers should review prior authorization rules, network adequacy, and reimbursement structures to confirm compliance.
Transparency in Coverage
New machine readable file requirements and price comparison tools continue to evolve. Employers must ensure their vendors are meeting deadlines and providing accurate data.
Gag Clause Attestations
Annual attestations are now mandatory. Employers must confirm that their contracts with carriers and TPAs do not include prohibited gag clauses that restrict access to cost and quality information.
ERISA Fiduciary Oversight
Regulators are paying closer attention to how employers manage plan fees, vendor contracts, and data access. Employers should document their decision making processes and maintain clear records of plan oversight.
State Level Mandates
With more employees working remotely, multi state compliance is becoming increasingly complex. Paid leave laws, fertility coverage mandates, and mental health requirements vary widely by state.
Employers that stay ahead of these changes will reduce risk and improve the employee experience.
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