As things stand today, the U.S. benefits market is under strain. Premiums for employer coverage are up 24% since 2019. And 68% of small‑business owners say rising premiums are a top worry. That pressure is real at renewal time and forces tough choices Meanwhile, many carriers are leaving certain states. Renewal rates for individual and small‑group plans keep climbing. BENADVANCE’s October 2025 brief warned that clients are paying more for less as options shrink. Work has also changed. Nearly 30 million people teleworked in August 2023. That was 19.5% of the workforce, and the rate has stayed near 18–20% since late 2022. Hybrid and fully remote schedules are now common. For brokers, the takeaway is simple. National PPO access and group buying power are fast becoming table stakes.

Market pressures demand flexibility

Cost pressure is not the only headwind. In Thatch’s 2025 trends report, 83% of business owners flagged regulatory uncertainty. At the same time, 31% of employees want more flexible benefits and 41% of employers plan to expand mental‑health support. High‑deductible health plans still dominate. IRS guidance for 2025 sets minimum HDHP deductibles at $1,650 for self‑only and $3,300 for family. Out‑of‑pocket maximums are $8,300 and $16,600. These thresholds leave many families exposed. Carriers exiting markets only intensify the problem. As a result, brokers need options that travel across state lines and work for diverse teams. BENADVANCE captured this trend in October 2025 and pointed to national PPOs as a practical answer.

Remote work raises the stakes for network breadth

Remote and hybrid work are not fringe behaviors. In August 2023, 52.7% of teleworkers worked all hours from home and 47.3% split time. Telework is far more common in management and professional roles. It is also higher among workers with college degrees and in industries like information and financial services. Benefits must follow employees, not offices.

National PPO plans: broad networks for a mobile workforce

National PPO plans let people access care across states without referrals. BENADVANCE’s Smart Health plans combine national carrier and network access with medical, dental, vision, life, and supplement insurance on one platform. Networks include Cigna, Anthem Blue Cross Blue Shield, PHCS/Multiplan, QualCare. Enrollment is simple. BENADVANCE supports ALL YEAR ROUND ENROLLMENT, so brokers can add members when life events happen, not just during an annual windowbrokers can enroll members throughout the year, not just with a qualifying life event or during the open enrollment window. Bundling matters too. Brokers can package dental, vision, accident, critical illness, and hospital indemnity with national PPO medical plans. This cushions high deductibles and improves perceived value. Life insurance is straightforward. BENADVANCE offers term life only, including a guaranteed‑issue option up to $50,000 and simplified‑issue options up to $300,000. And there is a key Medicare‑age note. Supplement coverage is capped at 65, while dental and vision remain available as people approach Medicare.

Group buying power: scale that unlocks choice

Small employers often miss carrier minimums or contribution thresholds. Group buying solves that. BENADVANCE has no enrollment minimums or contribution requirements. This helps the small employers. That unlocks PPO access and more plan designs that single firms cannot reach. This model helps startups, family businesses, and teams of 1099s secure credible group coverage. It also supports firms with seasonal or fluctuating headcount. It delivers value through stable access, plan variety, and national networks. For individuals or tiny groups that do not qualify for subsidies, BENADVANCE can deliver large‑group pricing through Smart Health pools. That keeps national coverage within reach.

What will tip the balance by 2026

Digital transformation will accelerate. A 2025 PEP Health analysis notes that roughly 70% of health executives plan significant investments in digital platforms and tools. Insurers are embracing AI‑enabled, consumer‑grade experiences. Brokers using white‑labeled platforms will ride this wave while preserving their own brand. BENADVANCE’s platform is built for that shift. Brokers get a white‑labeled storefront and back office with quoting, enrollments, and communications in one place. You can even present your marketplace at brokerexchanges.com/yourcompany. Hybrid care will be the standard. Telehealth surged, then stabilized at a fraction of its 2020 peak, with mental health still leading usage. Employers will expect plans that support both in‑person and virtual care across states. Federal guidance now documents how to blend virtual and in‑person care. HHS best‑practice guides show how providers deploy hybrid models, including for behavioral health. National PPO networks make it easier for employees to move between modalities and locations without friction. Employee expectations will keep rising. Telework is highest among educated, professional workers with strong bargaining power. They want benefits that travel with them, with real mental‑health access and simple bundling. National PPOs and group buying deliver that across geographies and job types. Regulatory dynamics remain uncertain. When rules change or carriers exit, national PPO options give brokers more room to maneuver. Bundled supplemental plans can offset HDHP exposure and smooth employee experience.

What this means for brokers

By 2026, regional, network‑bound approaches will struggle. The winning play is national PPO access plus group buying power, delivered on a white‑labeled digital platform.

With BENADVANCE, you can:

• Offer national PPO coverage through Cigna, Anthem Blue Cross Blue Shield, PHCS/Multiplan, QualCare.
• Serve small groups and 1099 teams by pooling them into larger risk.
• Protect employees with bundled accident, critical illness, hospital indemnity, dental, and vision. 
• Keep selling with ALL YEAR ROUND ENROLLMENT, not just during a single season. 
• Present everything under your own brand on a streamlined, self‑service storefront. 

Think beyond open enrollment. Use national networks to build resilient, employee‑centric programs that cut friction and boost retention. BENADVANCE is ready to help you do exactly that.