December 23, 2024
To close out the year, the Benefits Compliance team will recap benefits-related legislative, regulatory and judicial highlights from 2024. They will also look forward to 2025 and any potential guidance that may be on the horizon, including how recent election results may impact benefits in the upcoming year.
Agenda
- Mental Health Parity and Addiction Equity Act (MHPAEA) Final Rules
- Pending Affordable Care Act (ACA) Reporting Changes
- Court Case Updates
- Transparency and Fiduciary Obligations
- State Law Trends
- Political Landscape
- Year-End Reminders
Key Takeaways
Employer Considerations
Year-End Reminders:
What needs to be filed, submitted or completed by the end of 2024?
- Gag clause attestation
- Health Insurance Portability and Accountability Act (HIPAA) privacy protections for reproductive healthcare protected health information (PHI)
- Group term life insurance (GTLI) and domestic partner (DP) imputed income
- ACA Form W-2 Reporting
Telehealth Relief for High Deductible Health Plans (HDHPs)
- If legislative relief is enacted, employers may have a choice to make if it is again optional
- Without additional relief, employers should assume relief ends December 31, 2024, and should ensure plans are designed appropriately to charge telehealth visits at fair market value to continue to preserve health savings account (HSA) eligibility
NFP Benefits Compliance Resources
For further information on the various topics discussed during the presentation, please ask your broker or consultant for a copy of the following NFP publications:
- ACA: Form W-2 Reporting Requirement
- CAA Gag Clause Prohibition and Attestation: A Guide for Employers
- California: Employee Benefit Considerations
- Domestic Partner Benefits: A Guide for Employers
- Group Term Life Insurance: A Guide for Employers
- Illinois: Employee Benefit Considerations
- Massachusetts HIRD
- MHPAEA Compliance: Red Flag NQTLs
- State Individual Mandate Reporting Requirements