Hausmann Group July 10, 2025 4 min read

One Big Beautiful Bill Act - What HR Leaders Need to Know

The recently passed One Big Beautiful Bill includes changes designed to expand flexibility and affordability in employee benefits. Here’s a quick breakdown of what’s new—and what actions you can take now to stay ahead:

 

Expanded HSA Eligibility = More Flexibility

  • Direct Primary Care (DPC) arrangements are now compatible with HSAs.
    • Up to $150/month (individual) or $300/month (family) in DPC fees are HSA-eligible.
  • Bronze & Catastrophic ACA plans now qualify as HDHPs—more plan design options for cost-conscious employers.

✅ Action: Review your plan offerings—this opens doors to more affordable, HSA-compatible options.

 

Telehealth Coverage Made Permanent

  • HDHPs can now cover telehealth pre-deductible without jeopardizing HSA eligibility.

✅ Action: Promote this to boost utilization and reduce in-person care costs.

 

Dependent Care FSA – Higher Limits

  • New annual cap: $7,500 (individual) / $3,750 (married filing separately).
  • Helps employees manage rising childcare costs.

✅ Action: Update your FSA communications and payroll systems for 2026.

 

Student Loan Repayment – Extended Tax Benefit

  • Employer contributions remain tax-free beyond 2025.
  • Indexed for inflation = long-term retention tool for younger talent.

✅ Action: Consider adding or expanding this benefit to attract Gen Z and Millennial workers.

 

New “Trump Account” for Children

  • Employers can contribute up to $2,500/year to a tax-advantaged account for employees’ children.

✅ Action: Monitor IRS guidance—this could become a differentiator in family-friendly benefits.

 
If you’d like help reviewing your current offerings or planning for 2026, we’re here to guide you through the changes.

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