08/26/2026
Disney’s recent benefits announcement has placed working-spouse coverage back in the spotlight.
Beginning in 2027, Disney plans to discontinue medical eligibility for spouses who have access to coverage through their own employers.
As healthcare costs continue to rise, more organizations may evaluate spousal carve-outs, surcharges and other cost-management strategies. But removing a spouse from the employer’s plan does not have to mean ending support for the family.
A Spousal Incentive HRA may offer another path.
When properly structured, an employer-funded Spousal HRA can reimburse eligible cost-sharing expenses incurred under the spouse’s employer-sponsored health plan, including deductibles, copays and coinsurance.
This approach may help employers:
• Reduce the cost of covering working spouses
• Encourage enrollment in other available employer coverage
• Continue providing meaningful financial support
• Create a more employee-friendly transition
Successful implementation requires more than establishing an allowance. Employers must verify other group coverage, define eligible expenses, coordinate HSA compatibility, communicate the program clearly and properly substantiate reimbursements.
Driven125 works with employers and their advisors to implement and administer Spousal HRA solutions that align with their benefits strategy.
For employers evaluating working-spouse coverage, the conversation does not have to begin and end with exclusion. There may be a more balanced path.
