Insights

The Affordable Care Act (ACA) has been around for over a decade, but the mandates can still be quite confusing.

In this quarter's The WellCents^® Show, the hosts explore key financial topics, including how the political climate impacts financial planning, potential interest rate cuts, and deregulation.

Get the latest updates and find detailed insights into key markets in the 2024 Year-End NFP P&C Client Trend Report.

AI in construction, drones, the Internet of Things and other emerging technologies are reshaping the construction industry.

Zepbound is set to revolutionize 2025's healthcare landscape, leading the charge in weight loss, sleep apnea treatment, and GLP-1 drug availability amidst rising healthcare costs.

ACA updates for 2025 include new PrEP medications for HIV prevention, while contraceptive coverage rules remain in flux, allowing employers to opt out based on moral convictions.

Yes, individual coverage health reimbursement arrangements (ICHRAs) are considered self-insured group health plans and thus are subject to ACA reporting rules, the same as other group health plans. It can be confusing to employers since many assume that the reporting obligations would be on the insurance carrier that actually delivers the individual coverage; but, in fact, the employer also has a reporting obligation. As a refresher, there are two facets of ACA reporting: 1) reporting offers of

On January 14, 2025, the DOL, HHS, and IRS (the departments) issued FAQs Part 69, which provides additional guidance regarding the CAA 2021 gag clause prohibition and attestation requirement. The FAQs Part 69 follows prior gag clause FAQs (FAQs Part 57), which we covered in our February 28, 2023, article. (The Part 69 FAQs also address certain aspects of the No Surprises Act independent resolution process (IDR) following recent litigation; these IDR FAQs are not discussed in this article.) Gag

On January 14, 2025, the DOL issued an opinion letter clarifying the “substitution” provision under the FMLA when it intersects with a state paid family and medical leave (PFML) program or local paid leave (e.g., paid sick leave) law. The term “substitute” means that either the employer or employee, on their own, can decide to have employer-provided paid leave (e.g., PTO, sick leave, vacation) run concurrently with the unpaid FMLA leave. As background, FMLA leave provides eligible employees wit