The Cadillac tax became a huge topic for debate—a proposed aspect of PPACA that would tax “high-worth” health plans at 40 percent for every dollar above a certain threshold. We saw more issues stem from that, such as how the tax will be calculated, and how inflation will be accounted for. Because of these factors, economists say one in three health plans over the next few years may be subject to the tax.

Another hot-button issue is record setting rises in premiums. We all read the many articles published this year about rates going up and how many employers have a desire to shift costs to the employee. As a result, high-deductible plans are put into effect and people get uneasy about the rising out-of-pocket expenses they may incur. In a society where most Americans don't have more than $500 in their savings accounts, many are starting to panic. But could these issues create a “floppy disc moment” for benefits professionals to do something that hasn't been done before?

The year 2015 was marked with the rise of two very important components of health care: wellness programs and voluntary benefit offerings. It is my assertion, and the assertion of many major players in this industry, that voluntary benefits and wellness can serve as keys to putting financial control back into the hands of employers. By implementing wellness programs that promote and incentivize preventative and routine care, we will see lower claims utilization over time and create a cost containment mechanism for employers and employees alike.

One of the biggest advantages in offering voluntary benefits is that in most cases, they fall under Section 125 of the Internal Revenue Code, also called a “cafeteria plan.” Because of this, they can be administered by payroll deduction on a pre-tax basis by employers, saving them money on their bottom line and providing employees with very feasible group rates that equip them with an abundance of cash benefits in the event of a critical illness, accident or hospital stay. Professionals in our industry see these plans as a mechanism to bridge the gaps in coverage that are created by the ever more prevalent high deductible health plans. Innovations such as these have gained incredible traction in 2015, and we are seeing brokers becoming better able to deliver on their promise to provide the best solutions for their clients and stand out among their competitors.

2015 has been a year where innovation became not a matter of if, not a matter of when, but a matter of how soon. Truly forward-thinking benefits professionals rose to the occasion this year, looked the issues of health care reform in the eye, and delivered solutions that saved the employer groups they represent. They also opened up a door to new and unparalleled success for themselves. We should all be excited for whatever changes and subsequent opportunities 2016 will bring.