Many small employers are hearing the same concern heading into 2026:
“My ACA subsidy went down — my premiums are going up — what do I do?”
With subsidy reductions and higher plan costs, more employees are facing difficult decisions during open enrollment. Even if you don’t currently offer a group plan, you still have several practical ways to support your team.
SHN provides comprehensive support for all of these options — small group plans, ACA guidance, level-funded solutions, ICHRA setup, employee support, and full-service benefits consulting — to help small employers navigate 2026 with confidence.
Why Employees Are Feeling the Impact in 2026
1. Enhanced ACA subsidies have expired
For several years, expanded subsidies temporarily lowered Marketplace premiums for millions of people. Those enhanced subsidies are no longer in place for 2026, leading to smaller tax credits, higher premiums, and increased out-of-pocket costs.
2. Income or household changes reduce subsidy eligibility
Employee incomes may have increased, or a spouse’s employer may offer “affordable” coverage under ACA rules — either of which can reduce or remove subsidies entirely.
What Small Employers Can Do in 2026
Option 1: Offer a Traditional Small Group Health Plan (2–50 Employees)
Group coverage provides more predictable premiums, employer contributions to offset lost subsidies, better networks, and guaranteed issue protections. SHN assists employers with full plan setup, quoting, and guidance.
Small Business Health Care Tax Credit
Employers who contribute at least 50% of employee-only premiums may qualify for a federal tax credit of up to 50% (35% for nonprofits). SHN helps employers determine eligibility and complete the process.
Option 2: Consider Level-Funded or “Self-Funded Lite” Plans
These plans cost less than many fully insured options and include national PPO networks with potential refund opportunities. SHN helps employers evaluate and implement level-funded strategies.
Option 3: Launch an ICHRA (Individual Coverage HRA)
An ICHRA allows employers to set a fixed allowance that employees can use to buy their own Marketplace plan. SHN handles ICHRA setup, compliance, employee onboarding, and ongoing support.
Option 4: Provide a Taxable Health Stipend
If a group plan isn’t feasible, stipends can help employees manage premium increases. SHN advises employers on how stipends interact with ACA subsidies and payroll.
Option 5: Connect Employees With Enrollment Support
SHN provides employees with access to licensed ACA support, Marketplace assistance, plan comparisons, subsidy reviews, and dedicated help desks — ensuring they don’t navigate this alone.
The 2026 ACA changes are confusing and stressful for many workers. SHN helps employers design cost-effective strategies while giving employees guidance, support, and access to quality coverage.