Insights

The NFP Benefits Compliance team recently held a webinar featuring a conversation on MHPAEA requirements and practical compliance insights as we addressed the questions employer plans may be too embarrassed to ask. 

Domestic staff can be essential to the smooth functioning of your home — however, the risk of employee injury on the job exposes you to significant financial risk.

NFP’s global employee benefits team shares their top tips to achieve a level of consistency within your business’ international employee benefits strategy.

Check out these key themes that emerged from SHRM 2024 as critical focus areas for driving positive organizational change.

The 2024 NFP US Pharmacy Benefits Trend Report provides the insights you need to optimize your pharmacy benefits strategy and manage costs effectively.

Get the latest updates and find detailed insights into key markets in the 2024 Midyear NFP P&C Client Claims Journal and Trend Report.

On July 25, 2024, Mayor Muriel Bowser signed the Short-Term Disability Insurance Benefit Protection Clarification Temporary Amendment Act of 2024 (Temporary Amendment Act) (DC Act 25-536) into law. The Temporary Amendment Act extends the prohibition of short-term disability policies reducing benefits (also known as offsetting benefits) based on an insured’s receipt of DC Paid Family and Medical Leave benefits. The prohibition applies to fully insured policies regardless of where the policy is i

On July 24, 2024, in Kruchten v. Ricoh USA, Inc., et al., the US Court of Appeals for the Third Circuit (Third Circuit) reversed the dismissal of an ERISA excessive fee claim by the US District Court for the Eastern District of Pennsylvania (district court). During the appeal process, the Third Circuit reversed the opinion of the case on which the district court relied (Mator v. Wesco Distrib. Inc.) and clarified the pleading standards for excessive fee claims under ERISA, rejecting the narrow,

On July 29, 2024, in Mullins v. CONSOL Energy Inc. Long Term Disability Plan, the Third Circuit Court of Appeals (Third Circuit) held that the termination of a coal miner’s ERISA long-term disability benefits by the claims administrator, Lincoln Financial Group (Lincoln), was not based on substantial evidence in the record and was therefore an abuse of discretion. The Third Circuit vacated the prior district court judgment upholding Lincoln’s termination decision and remanded the case back to t