Why retirement plan advisors should care.
Primary sources. Practical insight. Every weekday.
A publication of The Inner Firm
Health & Welfare
Why retirement plan advisors should care.
After public comments and hearing, the New York City Department of Consumer and Worker Protection has adopted amendments to the rules implementing the Earned Safe and Sick Time Act (ESSTA), which was established by Chapter 8 of Title 20 of the New York City Administrative Code.
When a level-funded stop-loss corridor, ICHRA contribution strategy and captive loss fund can be assessed against claims data, brokers become interpreters.
As a reminder, the deadline for submitting Patient-Centered Outcomes Research Institute (PCORI) fees is July 31. Employers that sponsor self-insured group health plans should use the most current revision of IRS Form 720, Quarterly Federal Excise Tax Return, to report and pay the fees.
The New York City Department of Consumer and Worker Protection (DCWP) has adopted final rules implementing the City’s February 2026 amendments to the Earned Safe and Sick Time Act, now referred to in the rules as the Protected Time Off Law (PTOL). The rules went into effect July 23, 2026.
Amendments to the New Jersey Family Leave Act (NJFLA) took effect on July 17, 2026, and the New Jersey Department of Labor and Workforce Development (NJDOL) issued new guidance with two sets of frequently asked questions (FAQs).
Segal's survey report reveals that health plan cost trends for employer-sponsored benefits are approaching their highest levels in 15 years.
Amendments to the New Jersey Family Leave Act (NJFLA) took effect on July 17, 2026, and the New Jersey Department of Labor and Workforce Development (NJDOL) issued new guidance with two sets of frequently asked questions (FAQs).
This proposed rule sets forth a new, additional safe harbor for group health plan administrators to use electronic media (e.g., email or web portal) to furnish documents and information to participants and beneficiaries of plans subject to the Employee Retirement Income Security Act of 1974 (ERISA).
Today, the U.S. Department of Labor (DOL) issued a proposed rule that would create a new, optional electronic disclosure safe harbor specifically for group health plans.
Revenue Procedure 2026-26 provides the 2027 indexing adjustments for the ACA premium tax credit applicable percentage table and sets the required contribution percentage at 10.22 percent, up from 9.96 percent for 2026. That figure drives the employer affordability safe harbors, so sponsors should have it in hand before setting 2027 employee contributions.
Effective for plan years beginning on or after January 1, 2026, the statutory limit on tax-free contributions to a Code Section 129 Dependent Care Assistance Program increased from $5,000 to $7,500 (and $2,500 to $3,750 for married individuals filing separately).
EBSA's proposed rule, on public inspection today and scheduled for Federal Register publication July 23, would establish rules for electronic disclosure of required documents by ERISA group health plans. The 2020 e-delivery safe harbor covered only retirement plans; this 96-page proposal addresses the health and welfare side. The comment deadline will be set at publication.
Colorado employers face new compliance obligations under recently enacted laws addressing artificial intelligence-driven employment decisions, demographic workforce reporting, disability accommodations, wage-and-hour requirements, and Family and Medical Leave Insurance administration, with effective dates arriving through this summer.
New York City's final rules under the amended Earned Safe and Sick Time Act take effect July 23, formalizing the Protected Time Off label and folding in Local Law 145's additional authorized uses and immediately-available-hours requirement. Employers with New York City staff should have handbooks and accrual settings updated now.
On 5/28/26, the Departments of Health and Human Services, Labor, and the Treasury released final rules modifying the Federal independent Dispute Resolution Operations
Massachusetts employers should prepare for an important change to the Commonwealth’s Paid Family and Medical Leave (PFML) contribution structure beginning January 1, 2027.
Turquoise Health has launched a new dashboard that provides free tracking of independent dispute resolution (IDR) awards from disputes over services covered by the No Surprises Act.
Today's blog addresses the question: Could medical marijuana and psychedelics soon be covered under employee benefit plans? Recent executive orders could impact health plan strategy and design.
U.S. Congress returns this week following the July Fourth recess, with healthcare activity expected to center on the U.S. House of Representatives Committee on Ways and Means' health-focused markup, where lawmakers are scheduled to consider a package of bipartisan bills addressing remote patient monitoring access in
Massachusetts employers may see a change in their contribution rates under the state’s Paid Family and Medical Leave (PFML) program beginning January 1, 2027.
The model bill establishes a tax credit for businesses that employ between 2 and 50 employees and offer an ICHRA.
ACA Marketplace insurers are proposing a median premium increase of 14% for 2027— indicating a likely second consecutive year of double-digit increases, according to a new analysis of preliminary rate filings in 16 states and DC.
On May 13, 2026, the Allegheny County Health Department’s Board of Health voted to approve a significant amendment to the County’s existing Paid Sick Leave rules. The proposed amendment would add a new paid parental leave requirement while also expanding existing sick leave obligations
As the popularity of GLP-1 medications continues to rise and the list of conditions being treated with these medications grows, plan sponsors are taking a closer look at the costs and benefits of GLP-1 coverage.
More people get health coverage through their job than from any other source. The deduction workers see in each paycheck for their share of the premium is only a fraction of the total cost.
The expiration of the ACA’s enhanced premium tax credits at the start of 2026, combined with rising insurer premiums, put a spotlight on health care affordability that extends beyond Marketplace enrollees.
In June, the House Committee on Ways and Means held a hearing on a collection of bills that would create a new policy framework for taxing digital assets.
As the popularity of GLP-1 medications continues to rise and the list of conditions being treated with these medications grows, plan sponsors are taking a closer look at the costs and benefits of GLP-1 coverage.
The New York City Department of Consumer and Worker Protection (“DCWP”) passed final amended Rules relating to the Protected Time Off Law (“PTOL”) (formally known as the Earned Safe and Sick Time Act (“ESSTA”))
Despite repeated warnings from the US Departments of Labor, Health and Human Services, and the Treasury (collectively, the departments) that they prioritize mental health parity compliance, employer
Hawaii has enacted a new law expanding the state’s family leave law to better support military families. Hawaii’s family leave statute will allow eligible employees to take unpaid family leave for
For years, employers in the Washington metropolitan area could treat paid family and medical leave as a “somewhere else” problem, an issue for companies with workforces in California, New York, or
The annual filing (and fee payment) for applicable self-insured health plans and specified health insurance policies used to fund the Patient-Centered Outcomes Research Institute (the PCORI fee) is
and what plan sponsors can do to improve access, trust and utilization.
(COBRA) compliance often gets treated as a “set it and forget it” administrative task, particularly when employers outsource to third-party
It is that time of year again when many state paid family and medical leave (PFML) programs roll out mid-year updates to benefit levels and
Miller Johnson employment attorneys Rebecca Strauss and Sarah Willey dig into one of the most talked-about benefits in today’s workplace: unlimited PTO. While these policies sound appealing, and can
Virginia recently enacted two new paid leave laws – one requires covered employers to provide paid sick leave, and the other creates paid family and medical leave. Although these laws do not go into