Breaking Down the 2026 Virtual Care Landscape: What Employers Should Know

At the height of the pandemic, virtual care became a critical avenue for healthcare delivery, providing patients with access to essential services from the comfort of their homes. 

Telemedicine usage among physicians skyrocketed during this period, jumping from 15.4% in 2019 to 86.5% in 2021, according to the Centers for Disease Control and Prevention.  

Much has changed over the past five years, and today’s healthcare landscape looks very different. Still, telemedicine continues to evolve, and recent legislation has significant implications for its future. Last year, the One Big Beautiful Bill Act made permanent the temporary pandemic-era relief that allowed coverage for telehealth and other remote services to be offered with no cost-sharing prior to meeting the minimum high-deductible health plan deductible without impacting health savings account eligibility.  

Additionally, the virtual care market has seen significant investment, with some projections showing that telemedicine will be valued at $247.67 billion by 2034. With artificial intelligence becoming more sophisticated, the market is ripe with opportunities for employers to leverage virtual care models in their employee benefits programs.  

Increasing Access to Care  

Over the past several years, there has been a shift toward longitudinal care within the telemedicine space. In particular, many employers have become interested in using virtual care to expand their primary care offerings.  

Research has demonstrated that access to high-quality primary care is associated with better health outcomes. Keeping employees healthier can also reduce absenteeism, which costs organizations valuable time in productivity.  

With virtual primary care, members can connect with a provider from their homes within minutes, avoiding the hassle of traveling to a doctor’s office. The idea is that making primary care convenient and accessible can prevent members from delaying care and reduce the likelihood of unnecessary and costly emergency department visits.  

However, not every health concern can be addressed with a virtual visit, and not every member prefers telemedicine. Implementing a virtual primary care program should make accessing care easier. Sometimes, that means meeting a provider in person. That’s why there has been a rise in hybrid models that allow for virtual and in-person care. Some employers have even created on-site clinics so their workforce has direct and immediate access to primary care services.   

For small employers or those with employee populations scattered across a broad geographical area, building their own clinics might not be an option. Fortunately, there are plenty of opportunities to expand access using a hybrid model, such as partnering with a local advanced primary care provider with established clinics. Many of these providers offer both virtual and in-person options, giving members flexibility.  

Regardless of your organization’s size or geography, there are plenty of measures you can take to help your virtual care strategy be as effective as possible.  

Understanding your members’ behaviors and preferences is key to the success of any program. Employee populations that are less comfortable with technology, for example, may be less inclined to engage with a solution that does not align with their preferred methods of accessing healthcare.  

As an employer, you want to partner with a solution that corresponds with the needs of your workforce. Making the preferred action the easiest and most convenient option will help your program deliver the biggest impact.  

Employers should also look for a partner that can provide detailed program metrics, such as utilization and engagement rates, care outcomes, and patient satisfaction. This will allow you to measure the quality and effectiveness of your program.  

Finally, once you are ready to implement a new program, you want to communicate it clearly to your members. Even the most dynamic solution will not be as successful as it could be if it is not properly communicated. Help your employees understand their options by sharing information through their preferred communication channels.  

As technology advances, the role of virtual care will advance with it. At the same time, healthcare continues to get more expensive. Total healthcare costs, including both private and public spending, will reach an astonishing $8.6 trillion by 2033, increasing by an average of 5.4% each year, according to estimates from the Centers for Medicare and Medicaid Services.  

Many employers are turning to virtual or hybrid solutions to help manage their expenses. Virtual care typically costs less than in-person care, and it can remove barriers that may keep employees from accessing traditional care. Introducing the right virtual care solution to your employee benefits program could deliver transformative results for your organization and save thousands of dollars in claims costs annually.  

Whether you are considering virtual options for the first time or evaluating your existing offerings, our dedicated team is here to assist you at every stage. 

Our deep knowledge of employee benefits can help you devise a forward-thinking virtual care strategy. Together, we can determine the right fit for your needs. Visit our Health and Benefits page or contact us below: