Integrated Voluntary Benefits Enrollment and Administration

An evolving and diverse workforce is increasingly moving away from a uniform approach to benefits. Employers now recognize the importance of adding voluntary benefits like identity theft, critical illness, hospital indemnity, and accident, alongside traditional options to effectively address the unique needs and preferences of their employees.

Our comprehensive enrollment and administration technology creates an integrated enrollment process that improves the employee experience and simplifies HR administration. Adding Enrollment Support Solutions brings even more value to employers.

 

Enrollment Support Solutions

Best-in-Class Voluntary Carriers

Strategic carrier partnerships provide savings and discount opportunities for adding personalized Enrollment Support Solutions.

Total Implementation Management

We handle the implementation process soup to nuts, including requirements and paperwork gathering, platform setup, and managing carrier installations. 

Streamline Enrollment and Administration

Customized communication, education, and powerful technology combine to integrate core and voluntary front-end enrollment and ongoing administration, easing the workload for insurance brokers and their clients' HR staff.

Tailored Communications Lifts Participation

A user-friendly enrollment platform, clear communication channels, and personalized support is an opportunity for higher employee satisfaction, engagement, and participation rates.

 

Opportunity and Impact

Voluntary Benefits are in Demand

76% of employees say voluntary benefits positively affect their decision to work for and stay with their employer - Corstream, 2021 State of Voluntary Benefits

Employers Are Listening

Most US employers plan to enhance health & benefit offerings in 2023 to improve talent attraction and retention - Mercer Health and Benefit Strategies for 2023

More Likely to Recommend

67% of employees who rate their benefits as excellent or very good said they were more likely to recommend their employer  - New England Enrollment Strategies 

A Better Employee Experience

80% of employees who met 1:1 with an enrollment specialist found them to be very or extremely helpful. - DirectPath, 2021 Consumer Report

Enroll smarter, not harder. Let's talk. 

Voluntary Benefits Insights

IRS Announces 2026 Health FSA, Transportation, and Other Benefit Limits

4856
Karen Greco
/ Categories: Federal Health & Welfare Updates

October 21, 2025

The IRS recently issued Revenue Procedure 2025-32, providing certain cost-of-living adjustments for a wide variety of tax-related items, including health FSA contribution limits, transportation and parking benefits, qualified small employer health reimbursement arrangements (QSEHRAs), the small business tax credit, and other adjustments for tax year 2026. Those changes are outlined below. 

  • Health FSA: The annual limit on employee contributions to a health FSA will be $3,400 for plan years beginning in 2026 (up from $3,300 in 2025). In addition, the maximum carryover amount applicable for plans that permit the carryover of unused amounts is $680 (up from $660 in 2025). 
  • Dependent Care Assistance Program (DCAP): While DCAP limits are not annually adjusted for inflation, effective January 1, 2026, the One Big Beautiful Bill Act (OBBBA) increases the maximum annual DCAP tax exclusion from $5,000 to $7,500 (single filers or married filing jointly), and from $2,500 to $3,750 (married filing separately). 
  • Qualified Transportation Fringe Benefits: For 2026, the monthly amount that may be excluded from an employee's income for qualified parking increases to $340, as does the aggregate fringe benefit exclusion amount for transit passes (both up from $325 in 2024). The two limits are mutually exclusive. 
  • QSEHRAs: For 2026, the maximum number of reimbursements under a QSEHRA may not exceed $6,450 for self-only coverage and $13,100 for family coverage (up from $6,350 and $12,800 in 2025). 
  • Adoption Assistance Program: The maximum amount employees may exclude from their gross income under an employer-provided adoption assistance program for the adoption of a child will be $17,670 for 2026 (up from $17,280 in 2025). This exclusion begins to phase out for individuals with modified adjusted gross income greater than $265,080 and will be entirely phased out with a $305,080 modified adjusted gross income. 
  • Small Business Healthcare Tax Credit: For 2026, the average annual wage level at which the credit phases out for small employers is $34,100 (up from $33,300 in 2025). 

Employers with limits that are changing – such as for health FSAs, transportation/commuter benefits, and adoption assistance – will need to determine whether their plans automatically apply the latest limits or must be amended (if desired) to recognize the changes. Any changes in limits should also be communicated to employees. 

For further information, PPI clients can download a copy of the PPI publication Employee Benefits Annual Limits from the Client Help Center.

Read the full announcement: IRS Revenue Procedure 2025-32.

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