New Update: Healthcare Costs Increasing by Over 60% in Some States. Will you be impacted?

Conagra Brands Employees: Save on Health Care Taxes with the 2026 HSA Expansion

Healthcare Provider Update: Healthcare Provider for Conagra Brands: For Conagra Brands, the healthcare provider information is typically linked to their employment benefits and can vary based on the location and specific plans offered to employees. Generally, large companies like Conagra may partner with major insurers such as UnitedHealthcare, Anthem (Elevance Health), or Aetna to provide health insurance benefits to their employees. It is advisable for Enrolled members to refer to their HR department or employee benefit documentation for specific provider details. Potential Healthcare Cost Increases in 2026: As we look ahead to 2026, significant increases in healthcare costs are anticipated, largely influenced by the expiration of enhanced federal subsidies under the Affordable Care Act (ACA). Reports indicate that premium rates for ACA marketplace plans could rise by over 60% in certain states due to higher medical expenses and market adjustments. Notably, a staggering 92% of policyholders may face a potential increase in their out-of-pocket premiums by more than 75%, reflecting the compounded effect of expiring subsidies and aggressive rate hikes from leading insurers. This perfect storm may lead to many consumers being priced out of essential healthcare coverage, forcing a reevaluation of their insurance options as financial pressures mount. Click here to learn more

'With the 2026 expansion of HSA eligibility, Conagra Brands employees have a rare opportunity to integrate tax-advantaged health care savings into long-term retirement planning, turning modest contributions into meaningful, tax-favored reserves.' – Wesley Boudreaux, a representative of The Retirement Group, a division of Wealth Enhancement.

'Conagra Brands employees can leverage the expanded HSA rules in 2026 to build a versatile, tax-advantaged reserve for future health care costs, complementing their broader retirement strategy.' – Patrick Ray, a representative of The Retirement Group, a division of Wealth Enhancement.

In this article, we will cover:

The expansion of Health Savings Account (HSA) eligibility in 2026.
The triple tax advantages that HSAs offer.
How Conagra Brands employees can incorporate HSAs into long-term retirement planning

By Kevin Won, Wealth Enhancement advisor

Health Savings Accounts Are Expanded: Millions More May Qualify in 2026

Thanks to a key change in tax law, an estimated 10 million more Americans may qualify for Health Savings Accounts (HSAs) starting in 2026. ¹ For eligible employees at Conagra Brands, this could represent a major chance to manage taxes while building long-term health care reserves.

Kevin Won, an advisor at Wealth Enhancement, describes this as “one of the most underused yet effective ways to mitigate taxes while planning for health care costs in retirement.” He further notes that many more households will now have access to powerful solutions for growing tax-favored savings that support long-term goals.

How HSAs Work

For eligible medical expenses, HSAs function as tax-advantaged accounts. Because contributions are made before taxes, taxable income is reduced immediately. After funding, account balances may be invested and grow without yearly tax drag. A triple benefit emerges when qualified medical withdrawals are made, as those withdrawals are not taxed. Conagra Brands employees may find these features especially compelling, because unused balances carry forward indefinitely, somewhat like a 401(k).

What Changes in 2026

Under current rules, only individuals in high-deductible health plans (HDHPs) are eligible for HSAs. As of January 1, 2026, however, certain policies purchased through the Affordable Care Act's marketplace and other insurance plans will also be eligible. Specifically, it will become possible to pair HSAs with marketplace bronze plans and catastrophic plans, which will be treated as HDHPs going forward. ² For Conagra Brands retirees, this shift may open new possibilities that were previously closed. The updated law offers an additional way to enhance tax efficiency and plan for future medical costs.

The Triple Tax Advantage

Won outlines three core benefits of HSAs:

Contributions are deductible, which lowers taxable income upon deposit.
Investments grow on a tax-free basis.
Withdrawals for eligible health costs are untaxed.

Thanks to these features, HSAs offer a tax-efficient way to save for health care costs. After age 65, HSA funds can even be used for non-medical expenses, although withdrawals for those purposes are taxable. ³ This allows Conagra Brands employees to use them like a supplemental retirement pool to address medical costs or to provide additional income when used strategically.

Bottom Line

For millions of Americans, the expanded eligibility in 2026 is a strong opportunity to manage taxes and plan for medical expenses more effectively. “The earlier you begin, the greater the compounding effect,” Won stated. Over time, even modest contributions can accumulate into significant tax-free funds.

In 2026, the annual contribution limit for HSAs will rise to $4,400 for single plans and $8,750 for family coverage. ⁴ For those age 55 and older, the $1,000 annual HSA catch-up contribution will also remain in 2026, permitting larger tax-favored deposits. For Conagra Brands employees nearing retirement, that extra buffer may be especially helpful in offsetting rising health care costs.

A Final Analogy

Imagine an HSA as planting a resilient oak tree in your financial landscape. Each contribution is a seed placed with tax perks, sheltered from erosion as it grows, and harvested tax-free when needed for medical costs. With the 2026 expansion, Conagra Brands employees now gain broader access to this fertile territory. By integrating HSAs into their broader retirement plans, participants can map contributions and growth, helping today’s modest seed grow into lasting tax-free shade for tomorrow’s health care needs.

Featured Video

Articles you may find interesting:

Sources:

1. Barron's. ' More People Can Save Taxes on Health Expenses With These Accounts Under the New Law ,' by Karen Hube. 5 Oct. 2025.

2. KFF. ' Expansions to Health Savings Accounts in House Budget Reconciliation ,' by Meghan Salaga and Kaye Pestaina. 29 May 2025.

3. Fidelity Viewpoints. ' 5 Ways HSAs Can Help with Your Retirement. ' Fidelity , Sept. 2025.

4. CNBC. ' IRS unveils new HSA limits for 2026, ' by Kate Dore. 2 May 2025.

Other Resources:

1. Kiplinger Editors. 'Seven Things You Should Do Before 2026 Because of One Big Beautiful Bill Changes.' Kiplinger , 3 Oct. 2025, www.kiplinger.com/taxes/what-you-should-do-before-2026-because-of-obbba-changes

2. Morgan Stanley Wealth Management. 'HSAs: An Overlooked Retirement Savings Vehicle.' Morgan Stanley , 17 Apr. 2024, www.morganstanley.com/articles/health-savings-account-retirement-tax-advantages.

3. AARP Editors. 'HSA May Be Your Secret Tax Weapon for Retirement Saving.' AARP , 10 Sept. 2025, www.aarp.org/money/retirement/hsa-secret-tax-weapon/.

How does Conagra Brands, Inc. ensure that employees understand their retirement benefits, particularly the nuances of the Conagra Foods Inc. Pension Plan and the historical obligations from the Beatrice Retirement Income Plan (BRIP)? Are there specific communication strategies or resources provided to employees to navigate their eligibility and benefits?

Conagra Brands has not provided consistent documentation of the Beatrice Retirement Income Plan (BRIP), as evidenced by a lost BRIP Plan document, which has created confusion among former Beatrice employees. Conagra relies on internal committees like the Conagra Brands Employee Benefits Administrative Committee to oversee the administration of the Conagra Foods Inc. Pension Plan and the historical obligations from BRIP. However, there are allegations in the class action that Conagra has failed to communicate certain benefit entitlements, particularly the age at which unreduced benefits should commence(Conagra_Brands_Inc_02-1…).

In light of regulatory compliance, what measures does Conagra Brands, Inc. take to maintain the integrity and security of pension plan documents, especially considering the historical loss of the BRIP Plan document? How do the missing documents impact employee knowledge of their benefits?

The loss of the BRIP Plan document represents a significant failure in document retention and regulatory compliance. Under ERISA, Conagra is required to maintain and distribute these documents upon request. The missing BRIP documents have caused discrepancies in the administration of retirement benefits, particularly regarding the age of eligibility for unreduced benefits. Conagra has been criticized for not informing employees that these documents were lost, leading to confusion and underpayment of benefits(Conagra_Brands_Inc_02-1…).

What resources does Conagra Brands, Inc. offer to its employees who have questions about their pension benefits or discrepancies that may arise from the transition from the Beatrice Retirement Income Plan to the Conagra Foods Inc. Pension Plan? How can employees best utilize these resources?

Conagra directs employees to contact the Plan service center for inquiries related to their pension benefits. However, based on the complaints filed in court, there have been issues with transparency and the accessibility of important plan documents, including the BRIP. Employees have had to appeal their benefit decisions and deal with insufficient guidance on navigating the discrepancies between the old BRIP and the Conagra Plan. Resources like benefit calculators and service centers have sometimes provided inaccurate or incomplete information(Conagra_Brands_Inc_02-1…).

How does Conagra Brands, Inc. handle the potential discrepancies regarding the pension benefits related to the age eligibility for receiving unreduced benefits in the context of both the Conagra Plan and the Beatrice plan? What steps have been taken to prevent similar issues in the future?

Conagra has been handling discrepancies poorly, particularly around the age at which participants in the BRIP are entitled to receive unreduced benefits. The company's adjustment of the eligibility age from 60 to 65 without properly consulting or notifying employees has led to underpayment of benefits. The ongoing class action lawsuit seeks to address these discrepancies and prevent future issues by clarifying benefit entitlements under the terms of both plans(Conagra_Brands_Inc_02-1…).

Can you elaborate on the process that Conagra Brands, Inc. utilizes to communicate with employees about plan amendments and to clarify their rights under the Conagra Foods Inc. Pension Plan? What specific improvements have been made to this communication strategy in recent years?

The communication process regarding plan amendments at Conagra has been criticized as insufficient, particularly concerning the transition from the BRIP to the Conagra Plan. Employees have filed complaints about not receiving adequate notice of important changes, such as the shift in eligibility age for unreduced benefits. Conagra has failed to provide clear documentation, leading to confusion among employees. There is no evidence of significant improvements in recent years(Conagra_Brands_Inc_02-1…).

How does Conagra Brands, Inc. ensure compliance with the Employee Retirement Income Security Act (ERISA), especially regarding the fiduciary duties of the Conagra Brands Employee Benefits Administrative Committee? What protocols are in place to guarantee that employeesâ€™ rights are consistently protected?

Conagra's compliance with ERISA has been challenged in court, with allegations of fiduciary breaches related to the loss of critical plan documents like the BRIP. The Conagra Brands Employee Benefits Administrative Committee is responsible for maintaining the integrity of the pension plan, but the loss of documents and failure to notify employees of their rights raise questions about the adequacy of these protocols. The lawsuit highlights a need for improved oversight and adherence to ERISA's fiduciary requirements(Conagra_Brands_Inc_02-1…).

What options are currently available for former Beatrice employees and other participants in the Conagra Foods Inc. Pension Plan to claim benefits they believe they are entitled to? How does Conagra Brands, Inc. facilitate this process?

Former Beatrice employees can contact the Pension Service Center to inquire about their benefits and initiate claims. However, the process has been complicated by missing documentation and conflicting information about eligibility. Some employees have been forced to file legal claims to recover benefits owed to them, as in the case of the ongoing class action lawsuit. The lack of clear and accessible resources has made it difficult for employees to navigate the process effectively(Conagra_Brands_Inc_02-1…).

In what ways does Conagra Brands, Inc. provide support or guidance for employees approaching retirement, particularly in understanding the timelines and responsibilities associated with electing benefits from the Conagra Foods Inc. Pension Plan?

Conagra provides online calculators and service center assistance for employees approaching retirement, but these tools have proven unreliable for some participants. Employees have reported being unable to calculate their benefits accurately or being told they were ineligible for benefits before age 65, despite the terms of the BRIP allowing benefits to begin at age 60. The class action complaint highlights deficiencies in the guidance provided to employees regarding their benefits(Conagra_Brands_Inc_02-1…).

How can employees at Conagra Brands, Inc. contact the Employee Benefits Administrative Committee for inquiries related to their benefits? What are the most efficient avenues for addressing concerns about the Conagra Foods Inc. Pension Plan or the transitions from the Beatrice plan?

Employees can contact the Plan service center for inquiries related to their benefits, but accessing the Employee Benefits Administrative Committee directly appears to be more challenging. The lawsuit indicates that employees seeking to address discrepancies with their benefits have not received timely or effective communication from the committee, often requiring legal action to resolve their concerns(Conagra_Brands_Inc_02-1…).

How does Conagra Brands, Inc. evaluate its pension plan's performance and benefits offerings in relation to industry standards? What methods are used to ensure the company remains competitive while protecting employee benefits under the Conagra Foods Inc. Pension Plan?

There is little publicly available information regarding how Conagra evaluates its pension plan's performance against industry standards. The company's handling of historical pension obligations, particularly from the Beatrice acquisition, suggests that its methods for protecting employee benefits have been insufficient. Ongoing litigation regarding underpayment of benefits and loss of critical documents indicates that the company may need to improve its evaluation methods and compliance efforts to remain competitive(Conagra_Brands_Inc_02-1…).

With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.

Conagra Brands announced a restructuring plan aiming to streamline operations and reduce costs. This includes layoffs impacting various departments and potential changes to employee benefits.

Additional Articles

Check Out Articles for Conagra Brands employees

For more information you can reach the plan administrator for Conagra Brands at 222 W. Merchandise Mart Plaza Chicago, IL 60654; or by calling them at (312) 549-5000.