September 2026 Group health plan sponsors – particularly sponsors of self-insured plans – should prepare for a series of operational changes to the federal independent dispute resolution (IDR) process under the No Surprises Act. The changes do not take effect all at once. Some requirements are already in effect, while others begin later this year or will be triggered by future implementation of the federal IDR Gateway. This staggered rollout makes coordination with TPAs and other service providers particularly important.

September 2026 o Proposed Regulations Address Employer Contributions to Trump Accounts and Dependent Care Nondiscrimination Testing o New Guidance Regarding Health-Contingent Wellness Programs o Massachusetts Announces Guidance on PFML Tax Treatment o California's Restructured MCO Tax Expected to Increase Group Health Plan Premiums o ACA Affordability Threshold and Penalties Increase in 2027 o Question of the Month: HSA and Telemedicine

Key Takeaways 1.Gain insight into how ERISA applies to health and welfare plans, including health insurance, disability, and more. 2.Understand reporting and disclosure requirements, including annual notices, Summary Plan Descriptions, and Summaries of Benefits and Coverage for small and large groups, fiduciary duties, and how to avoid common compliance pitfalls. 3.Learn how adherence to ERISA safeguards your organization from Department of Labor audits and fines.

June 2026 o Employee Benefits | Building Benefits That Employees Actually Value o Workplace Culture | The Leadership Visibility Advantage o Dear HR Manager | Encouraging Participation without Pressure

June 12, 2026 The IRS recently issued Revenue Procedure 2026-24 in which it announced the 2027 inflation-adjusted amounts that apply to health savings accounts (HSAs), excepted benefit health reimbursement arrangements (EBHRAs), and high-deductible health plans (HDHPs). The newly announced figures result in increases in the applicable limits for 2027, including the maximum contribution limit for an HSA, the maximum amount that can be made newly available in an EBHRA, the minimum permissible deductible for an HDHP, and the maximum limit on out-of-pocket expenses for in network services (e.g., deductibles, copayments and other amounts aside from premiums) for qualifying HDHPs. These limits will differ depending on whether an individual is covered by a self-only or family coverage tier under an HDHP. The maximum permitted catch-up HSA contribution for eligible individuals who are 55 or older at any time during 2027 is not inflation adjusted and remains unchanged for 2027.