Compliance Materials

The Mental Health Parity and Addiction Equity Act (MHPAEA) applies to plans and carriers offering health insurance that covers both medical/surgical (MED/SURG) and mental health/substance use disorder (MH/SUD) benefits. Broadly, MHPAEA requires plans that cover MH/SUD benefits to provide such coverage on par with the plan's MED/SURG benefits. The DOL has identified common "red flag" plan terms that signal possible MHPAEA noncompliance. While these terms do not automatically violate MHPAEA, they

Employers with one or more employees who work or live in Maryland should be well informed about the range of benefit requirements that pertain to such employees. This publication focuses on the benefits compliance regulations that fall on Maryland's employers regarding continuation of health benefits, domestic partner health insurance coverage, dependent coverage, paid family and medical leave, the MarylandSaves retirement program, and other notable components of employee benefits. Download the

Several recent developments have highlighted ERISA fiduciary obligations in the context of health and welfare plans. First, transparency legislation has made group health plan data, such as network pricing and service provider compensation, more readily available to fiduciaries. Second, numerous class action lawsuits have been initiated against group health plan fiduciaries, alleging breaches of various ERISA fiduciary obligations (in many cases, for a failure to utilize the newly available dat

The Consolidated Appropriations Act, 2021 (CAA) created an additional compliance obligation for plans that are subject to the Mental Health Parity and Addiction Equity Act (MHPAEA). Specifically, the CAA requires plans and insurance carriers to report how the nonquantitative treatment limitations imposed on mental health and substance use disorder benefits are in parity with those imposed on medical/surgical benefits. Download Consolidated Appropriations Act, 2021: Mental Health Parity Requirem

The HSA Resources and Corrective Actions Toolkit is designed to provide you with a wealth of information about Health Savings Accounts (HSAs) and the interaction of HSA programs with other employee benefit plans. It includes an important reminder that employees have until their annual tax filing deadline (generally April 15) to make or amend contributions to their prior year HSAs. It also highlights specific information regarding the treatment of no- or low-cost telehealth services as permissib

The Mental Health Parity and Addiction Equity Act (MHPAEA) applies to plans and carriers offering health insurance that covers both medical/surgical (MED/SURG) and mental health/substance use disorder (MH/SUD) benefits. Self-insured plans sponsored by small employers (50 or fewer employees) and stand-alone retiree-only medical plans that do not cover current employees are exempted. Download the Guide

The Connecticut Paid Leave program (CTPL or "the program") allows eligible Connecticut employees to maintain financial stability while taking leave to care for themselves or a family member. Download the Guide

A Section 125 Cafeteria Plan must provide that participant elections are irrevocable and cannot be changed during the period of coverage, generally the plan year. Download the Brochure

Employers that are subject to the Massachusetts Paid Family and Medical Leave Act (MA PFML) have compliance obligations regarding administration of the leave provisions, including employee notice obligations, calculation and remittance of premium payments, and tracking of leave balances. Download the Guide

The New York Paid Family Leave law (NY PFL) requires employers that are subject to New York Workers' Compensation law -- generally all private employers with one or more employees in New York -- to provide paid leave for employees under certain qualifying circumstances. Download the Guide

On June 24, 2022, the Supreme Court issued its opinion in Dobbs v. Jackson Women's Health Organization. The Dobbs case involves a Mississippi law that bans most abortions in the state after 15 weeks of pregnancy. The Court upheld that law, overturning both Roe v. Wade and Planned Parenthood v. Casey in the process. The Dobbs decision also returned the right to legislate abortions to the states. Several states have since deemed abortion illegal under state law, and others may seek to do so as a