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Key takeaways:
- Many businesses are preparing for 2026 by reviewing their finances and assessing their benefits package to stay aligned with benefits trends for 2026
- Many HR teams are seeing benefits costs increase and prioritize personalized benefits, transparency and value.
- If you’re in the market for new vision benefits, VCD of Oklahoma offers flexible and affordable prepaid plans.
Employers are reviewing their strategies and finances for 2026, and this new year could be a turning point for employer-sponsored benefits.
Benefits costs have been on the rise, and HR teams are adapting by seeking plans that will attract and retain talent while keeping costs under control. Existing benefits are also coming under more scrutiny.
Read on to learn more about the key benefits trends for 2026 and how businesses are navigating higher benefits costs.
Personalization Over One Size Fits All
With benefits costing more, HR teams are seeking ways to offer greater value for the money invested. A sound strategy is to focus on personalization.
Employees want benefits that reflect their individual needs. Flexibility can look like:
- Offering opt-in benefits, employees can choose to sign up or opt out.
- Having different tiers to choose from for a benefit with varying levels of service.
Shifting Costs to Employees
Adopting an opt-in model, where employees can select and customize their plans, paves the way for another trend: shifting costs to employees.
It’s an effective way to still offer valuable benefits while accommodating a limited budget. It’s also a flexible model where the employer can still cover a part of the benefits.
If you’re considering shifting costs to employees, look into Section 125 plans so your employees can pay for their benefits with pre-tax dollars.
Transparency
Transparency matters more than ever, for two reasons:
- HR teams need clarity to make informed decisions when choosing or cutting benefits.
- If employees opt in and pay for their benefits, they expect plans that are easy to understand and deliver clear value.
Partnering with plan providers who deliver the following can help with transparency:
- Simple products that are easy to understand.
- Online tools for comparing plans and reviewing usage.
When discussing the evolution of vision benefits, it’s essential to recognize that major insurance companies intentionally use confusing marketing tactics. They do this to conceal coverage limitations and make out-of-pocket costs difficult to calculate until an employee actually uses their benefits.
This trend makes it difficult for employers and employees to assess value, and the only way to preserve transparency is to select plans that don’t engage in this practice.
Prepaid and Simplified Plans
When looking for simple products, prepaid plans stand out. Unlike traditional insurance plans, there is no complex reimbursement process to navigate, and the perks are easy to understand.
For instance, prepaid vision plans from VCD of Oklahoma come with a straightforward list of savings available at local optometrists. Employees know exactly how much they’ll save before they even book their appointment.
This simple structure also helps save time when the HR team implements a new plan or fulfills reporting requirements.
Plus, employees tend to save more with prepaid vision plans compared to traditional insurance products. It’s common to see members save up to $300 when getting a new pair of glasses, while having full control over the lab they use and how much they spend out of pocket if they want any add-ons.
Focus on Local Networks and Providers
Employees see benefits as more valuable if they give them access to quality care. With vertical integration shaping the healthcare industry, focusing on local independent health practices is emerging as a way to keep out-of-pocket costs down and access great care.
When it comes to vision plans, VCD of Oklahoma strongly believes in supporting local optometrists. As a doctor-owned plan, we’ve worked hard to create one of the largest networks of optometrists in Oklahoma by treating them fairly and making sure they’re compensated fairly.
This approach means our plan members have access to numerous choices at the local level and can enjoy all the benefits of seeking care at a small, local practice that truly values them as patients. It’s a completely different experience compared to what large health conglomerates offer, and it makes a real difference in terms of satisfaction with the benefits offered.
Rethink Vision Benefits Trends in 2026 With VCD of Oklahoma
Instead of cutting vision benefits to accommodate smaller budgets in 2026, it’s time to rethink how you approach vision perks.
With VCD of Oklahoma, you can offer a great plan with low out-of-pocket costs for employees. Our local, doctor-owned plan also provides your employees with access to quality care through one of the largest networks of optometrists in the state, and they can pay for it with Section 125 contributions.
And with no minimum contribution requirements, VCD of Oklahoma is ideal for businesses of all sizes. Learn more about our prepaid vision plans here.
FAQ
What are prepaid vision plans?
Prepaid vision plans offer straightforward savings at participating providers without complex reimbursement processes. You know exactly how much you’ll save before your appointment, making them simpler and more transparent than traditional insurance.
Can employees pay for vision benefits with pre-tax dollars?
Yes, when paired with a Section 125 plan, employees can use pre-tax dollars to cover their vision benefits, reducing their overall costs.
How do prepaid vision plans compare to traditional insurance in terms of savings?
Employees typically save more with prepaid plans. Members commonly save up to $300 on a new pair of glasses while maintaining full control over their choice of lab and any additional features they desire.
