June 17, 2024
School is out, and benefits compliance summer camp is in session. In this webinar, NFP’s Benefits Compliance team reviewed what has happened so far in 2024 and discussed hot topics affecting group health plans. They also provided updates on existing rules and legislation, discussed topics employers need to continue to have on their radar, and more.
Agenda
New Guidance
- ACA Nondiscrimination Regulations
- Fixed Indemnity and Short-Term Limited Duration Insurance
- Gag Clause Attestation
- Reproductive Healthcare Privacy Rules
- Work/Life Referral Services FAQ
- Essential Health Benefits and Prescription Drug Regulations
No Update Updates
- Litigation – Fiduciary Duties (J&J)
- Mental Health Parity
- Medicaid Unwinding
Legislative Update
- Capitol Hill
- Presidential Election
Business as Usual
- Upcoming Compliance Deadlines
- 2025 Indexed Amounts for HSA, HDHPs, Excepted Benefit HRAs (EBHRAs)
- 2025 ACA Penalties
Key Takeaways
Employer Considerations
- Check in with insurer, TPA, or PBM for potential plan changes to protect against discrimination complaints.
- Remember that notice requirements must be displayed on marketing, application, and enrollment materials.
- Review the requirements of Gag Clause Attestation and annually attest before December 31.
- Review group health plans for any red flag nonquantitative treatment limits (NQTLs) for any needed changes.
- Employers should review any loss of coverage letters to determine eligibility for a midyear enrollment due to loss of Medicaid.
- Review upcoming Compliance calendar year and ERISA plan year deadlines.
- Watch for any latest announcements and benefits news through NFP’s Compliance Corner.
NFP Resources
For further information on upcoming Compliance deadlines, please ask your broker or consultant for a copy of the NFP publication 2024 Compliance Calendars (based on plan year start date).
For further information about 2025 annual limit updates, please ask your broker or consultant for a copy of the NFP publication Employee Benefits Annual Limits.