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Commissioners approve 2026 benefit changes: new EAP, higher FSA/HSA limits and expanded wellness option
Summary
Johnson County’s Commissioners Court approved multiple 2026 benefit changes Oct. 27, including a new EAP vendor, IRS‑level FSA/HSA contribution limits, and a Blue Cross Blue Shield 'Empower' wellness package at approximately $4 PEPM.
The Johnson County Commissioners Court on Oct. 27 approved a set of employee‑benefit changes for plan year 2026 recommended by consultant Holmes & Murphy.
Key approvals and rationale - EAP vendor: The court approved switching the employee assistance program to Alliance Work Partners (AWP). Staff cited ease of administration, a strong Texas provider network and performance guarantees. - Flexible Spending and HSA limits: The court approved raising dependent‑care FSA limits to the new IRS maximum ($7,500 household), increasing health‑care FSA carryover and increasing HSA contribution limits to the 2026 IRS maximums. County finance staff noted employee pretax contributions reduce employer payroll taxes. - Wellness program: The court approved adding Blue Cross Blue Shield’s Empower wellness program and associated tracking/incentive platform, at about $4 per enrolled member per month (PEPM), after discussion of a lower‑cost tracking alternative. Commissioners said restoring a robust wellness program has shown long‑term claims benefits in the county’s prior experience. - Pharmacy and Rx programs: The court approved a Flex Access pharmacy program aimed at lowering specialty drug costs (estimated $11,000 program cost with projected annual savings of ~$45,000). - Stop‑loss and dental renewals: Staff presented renewals and the negotiated stop‑loss renewal was reduced from an initial 45% to 39.9%; dental premiums increased due to higher utilization.
Court action: The Commissioners unanimously approved the consultant’s recommendations and authorized the county judge and personnel director to sign necessary documents to implement the 2026 plan changes.
Why it matters: The decisions affect employee payroll deductions, employer benefit costs, and the county’s healthcare cost trajectory. Commissioners cited prior evidence that an active wellness program reduced long‑term high‑cost claims.
Who spoke: Julie Rickman (Holmes & Murphy), county finance staff (Mr. Watson), and multiple commissioners.
Next steps: Personnel and county administration will execute master agreements, implement the EAP changeover and activate the Empower program and pharmacy programs for the 2026 plan year; staff will return with reporting at the court’s April benefits review.
