Compliance in 2025-2026: Preparing Employers for a Complex Landscape

From privacy rules to drug coverage decisions, MBA guides organizations through a maze of shifting regulations.

Compliance in 2025-2026 is not straightforward. Some policies are being rolled back, while others face tougher enforcement. Employers must navigate carefully to avoid costly mistakes.

Privacy at the Forefront

Privacy is one of the most pressing concerns. New HIPAA standards and conflicting state privacy laws mean organizations must rethink how they manage sensitive data, especially reproductive health information.

Mental Health Parity Requirements

Mental health parity is also in focus. Employers are now required to produce written analyses of plan limitations on mental health treatment. These documents must be ready within 30 days of a request.

The GLP-1 Drug Dilemma

And then there is the rise of GLP-1 drugs like Wegovy. Covering or excluding them could spark compliance issues under HIPAA, ADA, and parity rules. These decisions cannot be taken lightly.

How MBA Helps Employers Stay Ready

At MBA, we are helping clients prepare documentation, strengthen oversight, and design benefit plans that align with evolving laws. Compliance does not need to be a scramble. With the right partner, it becomes a manageable and predictable part of your strategy.

Compliance risks are evolving every day. Do you have the right documentation, oversight, and safeguards in place? Contact MBA Benefit Administrators for a compliance readiness review and take the guesswork out of staying compliant.