Exciting Employee Benefit Updates Under the One Big Beautiful Bill Act (OBBBA)

On July 4th, 2025, the “One Big Beautiful Bill Act” (OBBBA) was signed into law, and it’s bringing some exciting changes to employee benefits. While the bill covers a wide range of updates, there are two provisions that I’m personally most excited about.

1. HSA Expansion for Direct Primary Care

Until now, fees for direct primary care (DPC) were not considered eligible expenses under a Health Savings Account (HSA). For those unfamiliar, DPC is a healthcare model where individuals pay a monthly fee to access unlimited primary care services, think of it as a subscription to your doctor.

Thanks to OBBBA, starting January 1, 2026, DPC fees can now be paid using HSA funds, up to $150 per month for individuals and $300 per month for families. This change not only expands access to primary care but also enhances the value of HSAs for those who use this model.

2. Permanent Telehealth Access for HDHP Plans

During the COVID-19 pandemic, temporary relief allowed High-Deductible Health Plans (HDHPs) to cover telehealth services before meeting the deductible, without affecting HSA eligibility. This flexibility was extended multiple times, but never guaranteed long-term, until now.

OBBBA permanently allows telehealth services to be covered pre-deductible for HDHP participants with HSAs. That means no more expiration dates or uncertainty—just easier access to healthcare when and where you need it.

More to Know

The OBBBA also includes other important benefit updates:

• Dependent Care FSAs: The annual contribution limit will increase to $7,500 for individuals or joint filers starting in 2026.

• Student Loan Repayment: Employers can continue to make tax-free student loan payments beyond 2025 through educational assistance programs.

• Educational Assistance Cap: The $5,250 annual tax-free benefit cap will be adjusted for inflation starting in 2027.

• Trump Accounts: A new tax-advantaged savings account for children under 18, with employer contributions allowed up to $2,500 per year.

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For more details on these changes and how they may impact your benefits or your workforce, check out the attached flyer by CLICKING HERE.

At OmniaHR, we stay on top of legislation, so you don’t have to. Whether it's understanding new regulations or navigating benefit changes, we’re here to support all your HR needs—today and into the future.