Benepass

Imagine watching the World Cup final without a scoreboard. You can see the action, but you have no clear way to track performance or understand what it all means. In 2026, many benefits teams operate with a similar lack of visibility. With programs spread across point solutions, it can be difficult to answer basic questions: 👉 Are employees using their benefits? 👉 Which programs drive the most engagement? 👉 Which spending categories are most popular? 👉 Is taxable spending reported correctly to payroll? In our latest on-demand demo, we show how Benepass brings that information together in one place, with more than 15 pre-built reports for HR, analytics, payroll, accounting, and finance teams. Watch the demo on demand. Link in the comments. 👇 And now for the other scoreboard we’ll all be watching this weekend: Who are you backing in Sunday’s final? ⚽

Most vendors that administer benefit spending accounts will tell you their debit card works. The best ones hand you a card with real funds and let you prove it. Because it's one thing to hear about a product, and another to experience it in person. That's exactly what happened during Alarm.com’s RFP process. Sean Moore HR Operations Partner, and his team received Benepass debit cards loaded with funds to test the platform first-hand. Their positive experience gave Alarm.com the confidence to choose Benepass to administer its Commuter, Flexible Spending Account (FSA), and Lifestyle Spending Accounts. Our card-first approach delivers a fantastic employee experience from the moment someone taps their card. It allows transactions to be approved, classified, and routed to the right benefit instantly, so employees can spend with confidence without waiting for claims reviews or reimbursements. "Card Decisioning You Can See and Test" is one of five reasons a card-first approach matters when administering pre-tax and post-tax benefits. Check the comments for the full blog post. ⬇️

Most vendors that administer benefit spending accounts will tell you their debit card works. The best ones hand you a card with real funds and let you prove it. Because it's one thing to hear about a product, and another to experience it in person. That's exactly what happened during Alarm.com’s RFP process. Sean Moore, HR Operations Partner, and his team received Benepass debit cards loaded with funds to test the platform first-hand. Their positive experience gave Alarm.com the confidence to choose Benepass to administer its Commuter, Flexible Spending Account (FSA), and Lifestyle Spending Accounts. Our card-first approach delivers a fantastic employee experience from the moment someone taps their card. It allows transactions to be approved, classified, and routed to the right benefit instantly, so employees can spend with confidence without waiting for claims reviews or reimbursements. "Card Decisioning You Can See and Test" is one of five reasons a card-first approach matters when administering pre-tax and post-tax benefits. Check the comments for the full blog post. ⬇️

Every benefit reimbursement starts with the same question: "If I pay for this benefit upfront, will I get my money back? And when?" The hesitation is understandable, especially when the cost stretches hundreds or thousands of dollars. Employees need to trust the reimbursement process so they're certain they'll not end up out of pocket. And from the employer's perspective, employees are much more likely to use their benefit dollars when they know upfront whether a claim will be approved. At Benepass, we've prioritized the employee experience, so it's clear for employees to use and easy for employers to administer. With our modern Tap, Submit, Explore approach: ✅ 86% of transactions are approved automatically ✅ AI with human oversight completes claim reviews quickly, in any language ✅ Reimbursement claims are approved in less than 1 minute on average Curious what a modern benefits payment experience looks like? See how Benepass is improving benefit spending by checking out the link in the comments. 👇

Coming up tomorrow … clear your schedule to join Benepass for our Modern Benefits in Action: LSA + Pre-Tax Benefits live demo. Hosted by Benepass Account Executive Jennifer Delman and Solutions Consultant Tommy Ruether, our low-pressure walkthrough shows how Benepass helps teams manage LSAs, FSAs, HSAs, HRAs, commuter benefits, and post-tax programs from one modern benefits platform. You’ll leave with a practical view of: 👉 Benefits program design 👉 Program guidelines and configuration 👉 Employee spending and redemption 👉 Administrative workflows 👉 Reporting and analytics 👉 The employee experience from enrollment to everyday use You won’t want to miss this! 📅 July 15, 2026 ⏰ 2:00 PM ET Register using the link in the comments below. 🔗

An annual eye exam can reveal far more than changes to vision. Eye doctors can identify early signs of 270+ health conditions, including diabetes, hypertension, and glaucoma. (HR Dive) For employers, the financial case is compelling, as they can see up to a $7 return for every $1 invested in vision benefits through: ✅ Lower healthcare costs ✅ Fewer sick days ✅ Improved productivity The problem is many employees don't realize they can use their FSA or HSA to pay for eligible vision expenses, which includes eye exams, prescription glasses, and contact lenses. Helping employees understand what's covered is one of the easiest ways to increase the value they get from their pre-tax benefits. Our latest article highlights several FSA-eligible expenses that employees often miss, including vision care. We'll share the link in the comments. 👇

Employers invest significantly in professional development. More than half of large employers spend at least $1 million a year on education benefits. Nearly one in four spends over $5 million. (Employee Benefit News) But only 13% of employers consistently track and review how these programs perform over time. The organizations seeing the strongest results take a very different approach by connecting education benefits to workforce priorities like: 👉 internal mobility 👉 skills development 👉 workforce readiness And nearly all (97%) of the highest-performing programs regularly share results with senior leadership, adapting their approach to professional development benefits based on what the data shows. For everyone else, not tracking the results of your education investment is a missed opportunity. Professional development benefits can do far more than reimburse tuition. 👉 They help employers prepare people for changing roles 👉 They help companies develop critical skills 👉 And they support individual, long-term career growth This is all a good reminder that education benefits work best when they're connected to broader workforce goals. If you're exploring that approach, we've put together an article on using professional development benefits as part of an employee development plan. We'll drop the link in the comments.👇

I met with a benefits leader last week who owns both HR technology and benefits & comp. That's rare. Make the parallel to almost any other team: Finance controls their own ERP. Sales has RevOps people whose whole job is the tool stack. Even legal these days owns their CLM. HR is the exception. Maybe because the HRIS touches literally every employee, it gets absorbed into a corporate-y, full-company IT function, and benefits teams end up rate-limited by someone else's roadmap. I hear the downstream of this every week. A client told me recently, "We love the program. We have the budget. IT can't touch it until next year." Not won't. Can't. Benefits strategy is only as good as your ability to implement it. To the benefits leaders out there: what advice do you have on working effectively with your IT team?

Employers often expect their benefits to handle more than they were designed to achieve. They invest heavily, hoping their benefits program will improve the employee experience. But too often, the program is underutilized and doesn’t achieve the ROI employers expect. The problem? The size of a benefits package doesn’t determine its impact. Instead, benefits become more valuable when they adapt to employees' changing needs. With a Lifestyle Spending Account (LSA): 👉 An employee in their first role might use their benefits to build financial stability. 👉 A working parent can offset the cost of childcare. 👉 Someone navigating a health challenge needs to cover their therapy or specialist support. An LSA keeps benefits relevant across every stage of an employee's life, so they’re far more likely to use what their employer is providing. That's what we're building at Benepass. In our complete guide to Lifestyle Spending Accounts, you’ll learn how to make your benefits flexible and valuable. Check out the link in the comments. 👇

Modern benefits should be flexible for employees and easier for admins to manage. Join Benepass for Modern Benefits in Action: LSA + Pre-Tax Benefits, a low-pressure walkthrough of what it can look like to manage LSAs, FSAs, HSAs, HRAs, commuter benefits, and post-tax programs from one modern benefits platform. Benepass Account Executive Jennifer Delman, PT, DPT and Solutions Consultant Tommy Ruether will show how Benepass helps teams manage LSAs, FSAs, HSAs, HRAs, commuter benefits, and post-tax programs from one modern benefits platform. You’ll leave with a practical view of: 👉 Benefits program design 👉 Program guidelines and configuration 👉 Employee spending and redemption 👉 Administrative workflows 👉 Reporting and analytics 👉 The employee experience from enrollment to everyday use Join us: 📅 July 15, 2026 ⏰ 2:00 PM ET Register using the link in the comments below. 🔗