Compliance Notices

This Compliance Overview includes a set of FAQs to help employers determine whether their employee benefits plans are subject to ERISA.

Employers subject to Affordable Care Act (ACA) reporting under Internal Revenue Code Sections 6055 or 6056 should prepare to comply with reporting deadlines in early 2024.

The ACA requires applicable large employers to offer affordable, minimum-value health coverage to their full-time employees or pay a penalty.

On Dec. 20, 2023, the IRS issued Notice 2024-2, providing guidance in the form of questions and answers with respect to various provisions of the legislation known as the “SECURE 2.0” Act.

FMLA is a federal law that provides eligible employees of covered employers with unpaid, job-protected leave for specified family and medical reasons.

Employers should be aware of the top compliance issues that impact their health plan coverage for 2024.

The Pregnant Workers Fairness Act (PWFA) requires employers with 15 or more employees to provide reasonable accommodations for the known limitations of a qualified applicant or employee due to pregnancy, childbirth or related medical condition.

Although the end of the year is a busy time, employers should continue to prioritize compliance requirements for their employee benefit plans.

This Compliance Overview explains key 2024 compliance deadlines for employer-sponsored group health plans. It also outlines group health plan notices employers must provide each year.

Amid ongoing inflation pressures, employees and employers alike can expect their health care costs to increase in 2024.

To prepare for 2024, employers should review these Affordable Care Act requirements and develop a compliance strategy.

The IRS released Revenue Procedure 2023-34, which includes the inflation-adjusted limit for 2024 on employee salary reduction contributions to health FSAs.