The Internal Revenue Service has announced the cost-of-living adjustments to the applicable dollar limits for various employer-sponsored retirement and welfare plans for 2026. Most of the dollar limits that are subject to adjustment for cost-of-living increases will increase for 2026. The Social Security Administration released separately the maximum amount of earnings subject to the Social Security Tax.
The US government shutdown has now lasted nearly one month, marking it as the longest full shutdown in US history, surpassing the previous record held by the partial shutdown of 35 days in 2018 – 2019. As the shutdown continues, pressure mounts to reopen the government due to the growing number of uncompensated federal employees and affected programs; however, a resolution remains elusive. A critical deadline is approaching on November 1, 2025, which could further escalate the pressure to end the shutdown, as it is the start of open enrollment for health insurance through the Affordable Care Act (ACA) Marketplace.
GLP-1 therapies are transforming obesity and chronic disease treatment, yet navigating their complex regulatory landscape remains critical. From the Food and Drug Administration’s ‘Green List’ to state-specific rules, compliance isn’t optional – it’s a strategic advantage.
In a recent webinar, McDermott Will & Schulte’s Health & Life Sciences Group explored strategies for scaling GLP-1 programs, covering topics like innovative care delivery models, direct-to-consumer advertising enforcement, and compliance best practices.
Artificial intelligence (AI) has increasingly been integrated into the tools used by and for employer-sponsored group health plans, prompting a multitude of concerns. In this article, we discuss key issues that require immediate attention from both plan sponsors and plan administrators.
Starting October 11, 2025, organizations that fail to meet reporting obligations under Section 111 of the Medicare, Medicaid, and SCHIP Extension Act of 2007 (MMSEA 111) may face civil monetary penalties (CMPs). While this change does not alter the long-standing reporting requirements or the existing risk of liability under the federal False Claims Act for causing Medicare overpayments due to MMSEA 111 reporting errors, the introduction of CMPs significantly increases the compliance risk for insurers, self-insured entities, and third-party administrators subject to MMSEA 111.
When tennis superstar Venus Williams recently spoke about returning to the sport to maintain her health insurance, it highlighted a broader issue many employees face: navigating complex benefits after leaving their jobs. This challenge is particularly acute when it comes to Consolidated Omnibus Budget Reconciliation Act (COBRA) coverage, which allows former employees to temporarily keep their employer-sponsored health insurance. As Sarah Raaii points out, the high cost of COBRA and limited alternatives create significant financial strain. To address this, employers could provide clearer information about COBRA, its costs, and available alternatives, enabling employees to make more informed decisions about their health coverage during career transitions.
Read more about how employers can help employees navigate COBRA.
Mississippi has enacted SB 2415, ensuring that health insurance and employee benefit plans cover telemedicine services to the same extent as in-person medical consultations. The legislation specifies that all telemedicine must be real-time audio-visual unless using store-and-forward technology or remote patient monitoring.
Read more about state legislative and regulatory developments impacting virtual care here.
The health benefits landscape is undergoing significant changes. Recent developments in policy and legislation are poised to reshape the economic environment, affecting employer plan sponsors, insurance providers, third-party administrators, and those enrolled in employer-sponsored health plans.
On July 4, 2025, President Trump signed the One Big Beautiful Bill Act (OBBBA) into law. The OBBBA includes several employee benefits-related provisions impacting employer-sponsored plans and fringe benefits, including changes to health savings account eligibility, telehealth coverage, dependent care flexible spending accounts (FSAs), employer-provided childcare credits, student loan repayment programs, and more.
Learn more about the OBBBA’s employee benefits provisions here.
The One Big Beautiful Bill Act permanently extends the telehealth safe harbor for high-deductible health plans (HDHPs) for plan years beginning after December 31, 2024. This extension allows HDHPs to cover telehealth and remote care services at low or no cost, expanding access for millions of participants and encouraging digital health providers, insurers, and employers to reassess and update their offerings to meet the growing demand.
Learn more about the telehealth HDHP safe harbor extension here.
Subscribe
