Insights

As the season of gratitude arrives, November invites us to gather, reflect and nourish both body and soul. This month, we’re offering a wellness challenge inspired by the holiday table.

As we look toward 2026, compensation planning is one of the most strategic, if not most scrutinized areas of HR, as many factors are challenging organizations to approach compensation with both precision and purpose.

The IRS recently issued Revenue Procedure 2025-32, providing certain cost-of-living adjustments for a wide variety of tax-related items, including health FSA contribution limits, transportation and parking benefits, qualified small employer health reimbursement arrangements (QSEHRAs), the small business tax credit, and other adjustments for tax year 2026. Those changes are outlined below.  Health FSA: The annual limit on employee contributions to a health FSA will be $3,400 for plan years

On October 16, 2025, the DOL, HHS, and Treasury (collectively, the departments) released new guidance in the form of FAQs regarding fertility benefit offerings. The guidance was issued in response to President Trump’s Executive Order 14216, "Expanding Access to In Vitro Fertilization," which called for recommendations to protect in vitro fertilization (IVF) access and reduce out-of-pocket and health plan costs for IVF treatment. Specifically, the FAQs clarify the types of “excepted benefits” em

The Affordable Care Act (ACA) enhanced premium tax credits (PTCs) are set to expire at the end of 2025, absent additional congressional action. Employers may question whether the expiration will impact their group health plans.   Background   Initially enacted in 2014, the PTC was established to help eligible individuals lower their premium payments for plans offered through the health insurance exchanges (marketplace) created under the ACA. The ACA marketplace determines how much enr

On October 13, 2025, California enacted SB 590, which allows eligible employees to take paid family leave to care for a “designated person,” which is defined as any individual related by blood or whose association with the employee is equivalent to a family relationship.   Under existing law, employers with at least one employee in California who earns $300 or more in wages in a 12-month period are subject to the state disability insurance program, which is the umbrella program that includ

As a refresher, age-banded rates are set by the carrier to cover a specific premium for each age group. These rates are applicable to the small group market, where size may vary based on state rating rules. In contrast, composite rates are set by the carrier based on demographics and will be consistent across enrollees, meaning rates will vary by enrollment tier but not age. We do not recommend that employers create composite rates where the carrier is billing on an age-banded basis. This is be

In this webinar, the NFP Benefits Compliance team discusses the impact of HIPAA’s Privacy and Security Rules on employer sponsors of group health plans.

In this session of Building Your Financial Future, we cover economic impacts, investing wisely and protecting what you have.