A new law—President Trump’s “One Big Beautiful Bill”—quietly includes several updates that could impact your employees and their benefit plans.
While not everything may apply to your business, here are four big takeaways worth knowing:
1. HSAs Just Got Easier to Use
Telehealth can now be covered before the deductible and still qualify for HSA contributions.
Bronze and Catastrophic plans on the Exchange now count as HSA-compatible.
Direct Primary Care (DPC) services no longer disqualify employees from using an HSA (starting in 2026).
What this means: More flexibility for employers and employees using HSAs.
2. Dependent Care FSA Limit Goes Up
The annual limit rises from $5,000 to $7,500 in 2026.
Heads up: Higher limits may make it harder for these plans to pass fairness testing, which can affect higher-earning employees.
3. Student Loan Repayment Can Be Tax-Free
Employers can now permanently offer up to $5,250 per year in tax-free help with student loans.
Tip: You’ll need a simple written plan in place to offer this. Ask us “how”.
4. New “Trump Accounts” for Kids
Starting in 2026, parents can save up to $5,000 a year per child, tax-deferred. Employers can also contribute up to $2,500 per child or dependent.
Opportunity: A new way to support employees’ families and stand out as an employer.
Bottom Line:
This bill gives employers new ways to enhance benefits and support employees—especially around health, family care, and financial wellness. Some of these updates take effect now, others in 2026. Talk to your benefits advisor to see which ones make sense for your business.