Compliance Corner Archives

GLP-1 medications like Ozempic and Mounjaro were originally developed for Type 2 diabetes but are now widely used for weight loss, heart disease, and, in some cases, certain eating and substance use disorders. By mimicking hormones that regulate blood sugar and appetite, they have proved highly effective at improving blood sugar levels, supporting sustained weight loss, and reducing cardiovascular risk factors. Since the FDA approved GLP-1s for obesity treatment, demand has surged — yet the hig

In the waning days of 2020, with little advance warning and similarly little fanfare, Congress enacted a landmark slate of healthcare transparency legislation. More than 2,200 pages in total, the CAA 2021 included a host of important healthcare reforms, promising to curtail surprise medical bills, improve access to mental health and substance use disorder benefits, empower individuals to shop for better prices for medical services, and ban “gag clauses” that prevent employers from accessing the

Fully insured group health plans may face fewer obligations under the HIPAA Privacy and Security Rules as compared to self-insured group health plans (including health FSAs and HRAs) — but only if the plan sponsor maintains a strictly hands-off approach with respect to protected health information (PHI). “Hands-off” is not a HIPAA-defined term but is used to describe a plan sponsor’s minimal involvement with PHI. When a fully insured plan limits its involvement to basic functions such as enroll

The One Big Beautiful Bill Act (OBBBA) was signed into law on July 4, 2025, after nearly six weeks of deliberations and amendments in both chambers of Congress. While the final version omits several of the health and welfare benefit provisions in the originally introduced legislation, the bill, as enacted, contains a number of changes for employee benefits that will largely go into effect in 2026. This article answers six common benefit questions from employers related to HSA eligibility and te

This article includes our new "NFP Observations" format, which combines compliance information with commentary and practical insights from our Benefits Compliance team. Voluntary benefits (also referred to as supplemental or worksite benefits) are gaining traction as a budget-sensitive strategy for enhancing total rewards. With options like critical illness, accident, hospital indemnity, life, disability, dental, vision, pet insurance, and ID theft coverage, these offerings allow employers to s

This article includes our new "NFP Observations" format, which combines compliance information with commentary and practical insights from our Benefits Compliance team. In the evolving landscape of employee benefits, “point solution” programs have emerged as targeted offerings designed to address specific health and wellbeing needs that may not be fully covered by an employer’s primary group health plan. These solutions ‒ ranging from physical fitness programs to mental health counseling, chron

This article includes our new "NFP Observations" format, which combines compliance information with commentary and practical insights from our Benefits Compliance team. Self-insured group health plans have become increasingly popular among employers seeking greater control over their healthcare expenses and flexibility in designing benefits that suit their workforce. Self-insuring can lead to significant cost-savings but also brings certain administrative and regulatory responsibilities and inc

This article includes our new "NFP Observations" format, which combines compliance information with commentary and practical insights from our Benefits Compliance team. The Mental Health Parity and Addiction Equity Act (MHPAEA) aims to ensure equitable coverage for mental health and substance use disorder benefits. However, recent developments have cast a shadow of uncertainty over its rules and enforcement. The Trump administration has announced plans to reexamine and potentially roll back reg

This article includes our new "NFP Observations" format, which combines compliance information with commentary and practical insights from our Benefits Compliance team. Telehealth benefits experienced a rapid surge in utilization during the COVID-19 pandemic. Even now, almost two years after the national public health emergency was declared over, telehealth benefits remain a popular component of many group health plans. According to the Kaiser Family Foundation’s 2023 Employer Health Benefits S

This article introduces our new "NFP Observations" format, which combines compliance information with commentary and practical insights from our Benefits Compliance team. Wellness programs have become a cornerstone of employer-provided group health plans, aiming to foster healthier lifestyles and reduce healthcare costs. Among these initiatives, tobacco surcharges have emerged as a common strategy for wellness programs. These surcharges, which impose higher premiums on employees who use tobacco