Employees are ready, and Take Command continues to lead the charge
Health benefits have quietly reached a tipping point.
For years, employers have absorbed rising costs, employees have navigated confusing plans, and brokers have worked within a system that hasn’t meaningfully evolved. But new data suggests something has shifted, and it’s happening faster than many realize.
In Take Command’s 2026 State of Employee Health Benefits Survey, we spoke with 1,000 employees to get an unfiltered look at how they feel about their coverage. The signal was loud and clear. The traditional system isn't just getting more expensive, it’s losing its relevance.
Employees are ready for a different model.
The Value Gap
It’s no longer just about the monthly premium. We’re seeing a growing value gap where employees feel they are paying more for less. They’re questioning why their most expensive benefit is often the one they have the least control over.
One survey respondent put it bluntly:
My healthcare coverage has an impact on my judgment and eagerness to pursue medical help when needed.
When your benefits package actually discourages people from seeking care, the system is fundamentally broken.
The 49% Shift
Perhaps the most striking finding in our new report is the appetite for a new model.
49% of employees would prefer their employer give them a set amount of money to choose their own health plan rather than being enrolled in a traditional group plan.
Think about that: nearly half of the workforce no longer wants to settle for the status quo. Employees don’t want a one-size-fits-all plan that has to work for them and all of their colleagues. They want a plan that fits their providers, their prescriptions, and their family’s needs.
What This Means for Employers and Brokers
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For employers: Benefits are no longer just a line item to be managed; they are a critical component of the employee experience. If half your team wants a different way to access care, sticking to a rigid group plan isn't just a financial decision, it’s a retention risk.
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For brokers: The role of the plan picker is evolving into a strategic advisor. Clients aren't looking for the least-bad renewal anymore; they’re looking for modern solutions like ICHRA that solve the predictability problem for the company while solving the choice problem for the employee.
The data from our survey confirms that we are moving toward a defined contribution future. By setting a budget and letting employees choose their own plans, companies can finally step off the renewal rollercoaster while giving their team exactly what they’re asking for: Choice.
The Rise of Modern Benefits
This is where models like ICHRA are gaining traction. Instead of a one-size-fits-all group plan, employers:
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Set a defined contribution
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Enable employees to choose the plan that fits their needs
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Gain more predictability over costs
It’s a shift from managing a plan to enabling a more personalized experience. This is precisely why I founded Take Command in 2014 and why I’ve grown our team to meet the demands of a changing market.
We’ve been championing employee choice for more than a decade, and we’re more inspired than ever to continue the charge.
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I wrote this blog to help people make smart health insurance decisions. I am a small business owner, a husband, and a dad to three boys, so I've seen firsthand how important understanding insurance decisions can be. As a co-founder of Take Command Health and a licensed health professional, I've been recognized as a leading expert on healthcare transparency and defined contribution arrangements (QSEHRA). I've been featured in the New York Times, Wall Street Journal, Dallas Morning News, Forbes and others. Learn more about me and connect with me on our about us page. Thanks!
