Employers are fundamentally rethinking health benefit design to better align coverage with workforce needs, talent strategy, and evolving care models. They are experimenting with new plan structures—such as value‑driven health plans, curated and high‑performance networks, virtual‑first options, and expanded voluntary and wellbeing benefits—to improve navigation, experience, and perceived value for employees and their families. By 2026, benefit design will function as a primary strategic lever for differentiation, engagement, and workforce stability, not just an annual cost exercise.