Employee Benefits

•Plan sponsors must provide creditable coverage disclosure notices to Medicare-eligible individuals to alert them as to whether their prescription drug coverage is creditable.

Effective for taxable years beginning after 2025, the One Big Beautiful Bill Act (OBBB Act) increases the maximum annual contribution limit for dependent care flexible spending accounts (FSAs) to $7,500 (or $3,750 for married individuals filing separate tax returns).

Employers with calendar-year plans should start preparing for open enrollment for the plan year starting Jan. 1, 2026. This process should include reviewing benefit offerings, working with vendors to make any benefit adjustments, updating benefit limits and contribution amounts for …

A KFF survey revealed that about 1 in 6 insured adults say they’ve had prior authorization problems. U.S. Health and Human Services (HHS) Secretary Robert F. Kennedy Jr. announced that almost 50 health insurers, including Blue Cross Blue Shield Association, …

Discover the advantages of workplace mental health programs and why tracking their impact on both employees and your organization’s bottom line is essential. Apex Benefits combines in-house clinical expertise with data-driven insights to deliver mental health support that exceeds the …

Learn how today’s CFOs are taking a greater role in employee benefits and aligning them with business objectives. By delivering data-driven insights, disruptive solutions and optimized plan designs, Apex Benefits is helping CFOs transform their benefits strategies and improve their …

On July 4, 2025, President Donald Trump signed a major tax and spending bill, commonly referred to as the “One Big Beautiful Bill Act” (OBBB Act), into law. The OBBB Act includes changes for employee benefit plans

Employers with employee benefit plans covered under the Employee Retirement Income Security Act (ERISA) that operate on a calendar year must file Form 5500 for the 2024 plan year by July 31, 2025, unless an extension is requested or a …

The Affordable Care Act requires health insurance issuers and self-insured plan sponsors to pay Patient-Centered Outcomes Research Institute (PCORI) fees. The fees are reported and paid annually using IRS Form 720.

Employer-sponsored group health plans must comply with a variety of relatively new reporting and disclosure requirements related to health care transparency. These requirements are intended to reduce health care costs by making meaningful price information more accessible to consumers.

The IRS released the new 2026 limits for health savings accounts (HSAs) and high deductible health plans (HDHPs). These changes may impact how you plan and save for health care expenses in the year ahead.

As health care costs continue to rise and the benefits landscape becomes more complex, Indiana employers are re-evaluating how they fund their employee health plans.