The start of a new year always brings questions, but 2026 is already showing its direction. Employers want clarity. Employees want support that feels personal. And HR teams want a benefits strategy that’s easier to manage, easier to communicate, and aligned with the real needs of their workforce.
Here’s what we expect to shape Q1 — and how 1706 Advisors is stepping into the year ready to help you stay ahead.
Medical Costs Will Stay High — Strategy Matters More Than Ever
Rising medical and pharmacy costs are not slowing down, especially with specialty drugs and condition-specific treatments continuing to grow.
But the opportunity in Q1 is simple: early planning gives employers more control.
At 1706, we’re entering 2026 with expanded benchmarking, clearer funding scenario modeling, and more proactive conversations with carriers. We want employers to see the full picture from the start — not react to it later.
Leave Programs Are Changing, and Coordination Will Matter
With Delaware’s PFML launching in January, and multi-state employers dealing with different timelines, Q1 is becoming the “alignment” period for leave policies.
We offer resources for updated leave regulations and solutions to ease the ever-evolving process of absence management. The goal is to eliminate confusion and make the leave process more consistent and employee-friendly.
Mental Health Support Will Take Center Stage
Employees continue to prioritize mental health more than any other benefit category. The difference in 2026 is that they’re looking for clarity — not more programs, just better access to the ones they already have.
Employees Want Personalization — Without Complexity
2026 is shaping up to be the year employees expect benefits to feel relevant to them. Not complicated, not overloaded — simply explained.
That’s why we’re focusing on short-form benefit summaries, real-life examples, and decision support tools that help employees choose what fits their life stage. Personalization does not mean adding 10 new vendors. It means helping people understand what applies to them.
How 1706 Advisors Is Entering 2026
We’re stepping into the year with a simple commitment:
Make benefits clearer, more accessible, and easier to navigate for employers and employees.
That means:
- earlier strategy planning
- proactive renewal insights
- better communication tools
- deeper benchmarking
- stronger leave coordination
- a more human, more modern approach to benefits
Q1 sets the tone for the year — and we’re ready to help you set it with clarity and confidence.
Sources:
| Delaware Paid Leave Program | Official Delaware Paid Leave employer information page | https://paidleave.delaware.gov/ |
| CMS Gag Clause Attestation | CMS guidance for Gag Clause Prohibition Compliance Attestation | https://www.cms.gov/cciio/programs-and-initiatives/other-insurance-protections/gag-clause-prohibition-compliance-attestation |
| CMS RxDC Reporting | CMS Prescription Drug Data Collection reporting instructions | https://www.cms.gov/data-collection/rxdc |
| MHPAEA Guidance | DOL Mental Health Parity and Addiction Equity Act information | https://www.dol.gov/agencies/ebsa/laws-and-regulations/laws/mhpaea |
| KFF Health Cost Trends | Kaiser Family Foundation employer health cost trends | https://www.kff.org/health-costs/ |
| Mercer Health Cost Survey | Mercer annual health benefit cost survey summary | https://www.mercer.com/insights/health/ |