Insights

Last month, the New Jersey Department of Banking and Insurance issued guidance directed at health insurers regarding coverage of COVID-19 vaccines. The bulletin “strongly encourages” insurers to continue coverage of the vaccine without cost-sharing and without a prescription for all individuals ages 6 months and older. The bulletin was issued amid a gap in guidance from federal regulators. This season's COVID-19 vaccines were approved by the Food and Drug Administration (FDA) in August, but wit

The Massachusetts Department of Family and Medical Leave announced the premium rates and maximum weekly benefit amount for the Massachusetts Paid Family and Medical Leave (MA PFML) program beginning January 1, 2026. The total 2026 MA PFML premium contribution for employers with 25 or more employees who work in Massachusetts is 0.88% of eligible wages. For employers with fewer than 25 employees who work in Massachusetts, the 2026 MA PFML premium contribution is 0.46% of eligible wages. The emplo

In 2024, California's legislature passed Senate Bill (SB) 729. As noted in our prior Compliance Corner article, SB 729 was originally scheduled to take effect on July 1, 2025. However, Gov. Newsom requested that the effective date be postponed to plans issued, amended, or renewed on or after January 1, 2026. Importantly, that delay was officially enacted through Assembly Bill (AB) 116, signed by Gov. Newsom on June 30, 2025, as part of the state's budget agreement. SB 729 mandates that fully in

In September 2025, Gov. Hobbs signed several Executive and Standing Orders directing the Arizona Department of Health Services (ADHS) to make COVID-19 vaccines broadly accessible. Recently, the FDA approved the 2025-2026 COVID-19 vaccine for individuals aged 65 and older, as well as those at high risk of severe illness. However, the Arizona orders expand eligibility to anyone aged 6 months and older. More specifically, the orders include the following notes on administering the vaccines: Healt

With new tariffs, rising costs and economic uncertainty, most employers are facing the same challenge: how to manage turnover, hiring freezes and workforce efficiency without sacrificing growth. For organizations already battling employee burnout or disengagement, the results of lost productivity can be staggering. Yet even in challenging times, many organizations struggle to fully utilize their workforce. When valuable skills remain untapped, organizational progress and employee engagement can

This month’s wellness challenge is all about the calf raise — a deceptively simple move that delivers big benefits.

Stay ahead of the curve with insights on executive benefits, bonding essentials and P&C market trends from NFP.

On September 9, 2025, the Eleventh Circuit Court of Appeals held in Lange v. Houston County that a plan that did not cover gender affirming surgery did not violate Title VII of the Civil Rights Act of 1964 (Title VII). Background The plaintiff in the case worked for the defendant as a deputy sheriff. They are transgender and sought gender affirming surgery (as well as the drugs, services, and supplies that went along with it). However, the defendant's plan did not cover those products or servic

In general, when maintaining group health plan records, an employer must consider ERISA, HIPAA, and ACA guidelines. Included below is a high-level overview of retention requirements related to these applicable federal laws. ERISA The recommendation is to maintain ERISA-related documents for eight years. Records required to be maintained under ERISA include documents such as vouchers, worksheets, receipts, applicable resolutions, claims records, plan documents, summary plan descriptions, copies