Group Health Insurance Bloomfield Hills Employers Can Actually Understand
Most January 1 renewals land in October or November. The rate goes up, the deadline is short, and the letter doesn’t say why. If you are shopping for group health insurance in Bloomfield Hills, that is usually where the trouble starts. You need a clear answer and real options before open enrollment in the fall. Employers with one hundred to five hundred employees can add a year-round health and cost strategy.
What We Cover, Section by Section
Group Health Insurance
Most employers want coverage people will use, at a cost the business can carry. Group health insurance is one policy that covers your whole team.
Health Insurance
Sometimes the question is simpler: “What should we offer?” Health insurance pays for doctor visits, hospital stays and prescriptions in exchange for a monthly premium.
Group Health Plan Assistance
Buying a plan is one thing. Getting help with it all year is another. Group health plan assistance means someone answers when an employee has a billing problem or a carrier makes a mistake.
Self-Funded Health Plans
Larger employers often ask why they pay a carrier’s margin on claims that never happen. With a self-funded health plan, the business pays employee claims as they come in instead of a fixed premium.
Level-Funded Health Plans
Level funding is a middle step for employers who want some of the upside of self-funding without surprise bills. You pay the same amount each month.
Alternative Funding & Stop-Loss
Alternative funding is any way of paying for health care other than a standard fully insured policy. That includes self-funding, level funding and group health captives, where several employers share stop-loss risk.
ICHRA
Some employers would rather give people money than pick one plan for everyone. An Individual Coverage Health Reimbursement Arrangement (ICHRA) gives employees a set, tax-free allowance to buy their own individual health insurance.
QSEHRA
Very small employers often think health benefits are out of reach. A Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) may help. It is for employers with fewer than 50 full-time employees that do not offer a group health plan.
HSA & Consumer-Driven Health Plans
When premiums climb, many employers look at a higher deductible with a savings account attached. A consumer-driven health plan pairs a high-deductible health plan (HDHP) with a Health Savings Account (HSA).
FSA & HRA Administration
A Flexible Spending Account (FSA) and a Health Reimbursement Arrangement (HRA) both help employees pay medical costs with tax-free dollars. An FSA is funded by the employee through payroll.
COBRA Administration
COBRA is the federal law that lets people keep their group health coverage for a time after they leave a job or lose hours.
Pharmacy Benefit Consulting
Prescription drugs can be a big share of what a health plan spends. A pharmacy benefit manager (PBM) is the company that runs the drug side of your plan.
Direct Primary Care Integration
Direct primary care (DPC) is a flat monthly fee paid to a doctor’s office for primary care visits. Some employers add it next to their group plan so employees have easier access to a regular doctor.
Direct Contracting & Centers of Excellence
The same surgery can cost very different amounts depending on where it happens. Direct contracting means a self-funded plan makes its own pricing deal with a hospital, surgery center or doctor group.
Wellbeing & Population Health
Health costs follow health. Population health means looking at your group’s claims as a whole, without names, to see what drives cost.
Medicare & Retiree Benefits Guidance
Employees turning 65 often ask whether to sign up for Medicare or stay on the group plan. The answer depends on your company’s size and the employee’s situation.
Group Retiree Medical
If you promise health coverage to retirees, that promise can get expensive over time. Group retiree medical is coverage an employer offers to former employees after they retire.
Medicare Maximization
Some pre-65 retirees qualify for Medicare early because of a disability. When they do, Medicare can become their primary coverage, and the retiree plan pays second.
Student Health Insurance
Colleges, private schools and international student programs often need to offer students their own coverage. Under federal rules, school-sponsored student health plans are a form of individual coverage.
CFH Insurance Consultants is an independent employee benefits consulting firm. We have been in business since 2007, and no carrier owns us. Our office is on Woodward Avenue in Bloomfield Hills, and we work as your employee benefits broker in Bloomfield Hills. We are a member of the Birmingham Bloomfield Chamber, and we work with employers across Oakland County, Metro Detroit and the whole state of Michigan. Here is every group health insurance Bloomfield Hills service we offer, in plain words.
Group Health Insurance
Most employers want coverage people will use, at a cost the business can carry. Group health insurance is one policy that covers your whole team. You pick the plans and pay part of the premium. In Michigan, groups of 50 or fewer employees are “small group.” Their rates come from carrier filings, employee ages and ZIP codes. Above 50, your own claims start to count. For group health insurance Bloomfield Hills employers can budget for, we compare Blue Cross Blue Shield of Michigan, Priority Health, HAP, UnitedHealthcare, Aetna and Cigna side by side.
Health Insurance
Sometimes the question is simpler: “What should we offer?” Health insurance pays for doctor visits, hospital stays and prescriptions in exchange for a monthly premium. An employer’s big choices are plan type, deductible size and how much of the cost to pay. An HMO usually costs less but keeps care inside a network. A PPO costs more but lets people see doctors outside it. We explain each choice, then help you pick what fits your team in Bloomfield Hills, Troy or anywhere in Michigan.
Group Health Plan Assistance
Buying a plan is one thing. Getting help with it all year is another. Group health plan assistance means someone answers when an employee has a billing problem or a carrier makes a mistake. For proper coverage of an account we work in teams of 5: an account executive, an account manager, a plan analyst, customer service and IT. A chat assistant also answers around the clock. We help keep you ERISA compliant, too. ERISA is the federal law that sets the rules for employer health plans.
Self-Funded Health Plans
Larger employers often ask why they pay a carrier’s margin on claims that never happen. With a self-funded health plan, the business pays employee claims as they come in instead of a fixed premium. A third-party administrator (TPA) processes the claims. Stop-loss insurance caps the risk from very large claims. Self-funding can work well for groups with steady claims. It can also hurt in a bad year. We model both sides with your claims data, then find, set up and oversee the administrator and stop-loss carrier.
More on Self-Funded Health Plans →
Employee benefits in Oakland County: a complete guide →
Level-Funded Health Plans
Level funding is a middle step for employers who want some of the upside of self-funding without surprise bills. You pay the same amount each month. That covers expected claims, the administrator’s fee and stop-loss protection. If claims come in low, some contracts return part of the surplus. If claims run high, stop-loss covers the gap. We put level-funded quotes next to your fully insured group health insurance in Bloomfield Hills and read the fine print on surplus and renewal terms.
More on Level-Funded Health Plans →
Alternative Funding & Stop-Loss
Alternative funding is any way of paying for health care other than a standard fully insured policy. That includes self-funding, level funding and group health captives, where several employers share stop-loss risk. Stop-loss is the safety net underneath. Specific stop-loss protects you from one very large claim. Aggregate stop-loss protects you if total claims run high for the year. Watch for “lasers,” where the carrier sets a higher limit for one person. We shop stop-loss and help you pick a setup your cash flow can handle.
More on Alternative Funding & Stop-Loss →
ICHRA
Some employers would rather give people money than pick one plan for everyone. An Individual Coverage Health Reimbursement Arrangement (ICHRA) gives employees a set, tax-free allowance to buy their own individual health insurance. Employers of any size can use one. You can set different amounts for different classes of employees, such as full-time and part-time. Affordability rules matter most for employers with 50 or more full-time-equivalent employees. We help you design the ICHRA, then find, set up and oversee the administrator that runs it.
QSEHRA
Very small employers often think health benefits are out of reach. A Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) may help. It is for employers with fewer than 50 full-time employees that do not offer a group health plan. You reimburse employees, tax-free, for individual health insurance and medical costs, up to yearly IRS limits. We help you choose between a QSEHRA, an ICHRA and small group health insurance in Bloomfield Hills. Then we set up and oversee the administrator.
HSA & Consumer-Driven Health Plans
When premiums climb, many employers look at a higher deductible with a savings account attached. A consumer-driven health plan pairs a high-deductible health plan (HDHP) with a Health Savings Account (HSA). The employee owns the HSA. Money goes in, grows and comes out tax-free for medical costs, and it stays with the employee after they leave. The hard part is keeping people from being scared off by the deductible. We help you set the plan design, pick an employer HSA deposit and explain it at open enrollment.
More on HSA & Consumer-Driven Health Plans →
FSA & HRA Administration
A Flexible Spending Account (FSA) and a Health Reimbursement Arrangement (HRA) both help employees pay medical costs with tax-free dollars. An FSA is funded by the employee through payroll. An HRA is funded by the employer and often helps cover a deductible. Both need a plan document, clear rules and someone to process claims. We are not the administrator. We find, set up and oversee the administrator for you, and we hold the administrator to its contract.
More on FSA & HRA Administration →
COBRA Administration
COBRA is the federal law that lets people keep their group health coverage for a time after they leave a job or lose hours. In Michigan, federal COBRA applies to employers with 20 or more employees. Michigan has no state continuation law, so employers under 20 have no continuation duty. COBRA notices have strict deadlines. We do not run COBRA ourselves. We find, set up and oversee the COBRA administrator and check that notices go out on time.
More on COBRA Administration →
Pharmacy Benefit Consulting
Prescription drugs can be a big share of what a health plan spends. A pharmacy benefit manager (PBM) is the company that runs the drug side of your plan. It decides which drugs are covered, negotiates prices and handles rebates. Michigan licenses PBMs under Public Act 11 of 2022, in effect since 2024. For self-funded and level-funded plans, the PBM contract makes a big difference. We review PBM contracts, compare pricing and rebate terms, and help you ask the right questions at renewal.
More on Pharmacy Benefit Consulting →
Direct Primary Care Integration
Direct primary care (DPC) is a flat monthly fee paid to a doctor’s office for primary care visits. Some employers add it next to their group plan so employees have easier access to a regular doctor. IRS guidance in 2026 lets direct primary care sit alongside an HSA within monthly limits of $150 for an individual and $300 for a family. Be careful with the savings pitch. A Society of Actuaries study found direct primary care lowered care use but did not lower net employer cost on average.
More on Direct Primary Care Integration →
Direct Contracting & Centers of Excellence
The same surgery can cost very different amounts depending on where it happens. Direct contracting means a self-funded plan makes its own pricing deal with a hospital, surgery center or doctor group. A center of excellence is a provider chosen for strong results in one area, like joint replacement. Plans can steer members there with lower or no cost sharing. These setups fit self-funded and level-funded plans best. We help you decide if they make sense, including how far employees would need to travel.
More on Direct Contracting & Centers of Excellence →
Wellbeing & Population Health
Health costs follow health. Population health means looking at your group’s claims as a whole, without names, to see what drives cost. It might be diabetes care. It might be emergency room visits that could have been urgent care. Wellbeing programs then go after those areas. We help you add programs to your group health insurance in Bloomfield Hills that match your own data, not just what is popular this year. Employer reports should never identify individual employees.
More on Wellbeing & Population Health →
Medicare & Retiree Benefits Guidance
Employees turning 65 often ask whether to sign up for Medicare or stay on the group plan. The answer depends on your company’s size and the employee’s situation. For active employees, the group plan generally stays primary. Your plan also has to send a Medicare Part D creditable coverage notice by October 15 each year. It says whether your drug coverage is at least as good as Medicare’s. We help employers and employees understand these rules and plan health coverage for retirees.
More on Medicare & Retiree Benefits Guidance →
Group Retiree Medical
If you promise health coverage to retirees, that promise can get expensive over time. Group retiree medical is coverage an employer offers to former employees after they retire. Pre-65 retirees are not yet on Medicare, so they need full coverage. Post-65 retirees usually have Medicare first, with a group plan filling in the gaps. Retiree coverage can be funded different ways, including self-funded arrangements with stop-loss. We place group retiree medical plans and help you compare structures, costs and the long-term commitment.
More on Group Retiree Medical →
Medicare Maximization
Some pre-65 retirees qualify for Medicare early because of a disability. When they do, Medicare can become their primary coverage, and the retiree plan pays second. That can lower what the employer’s retiree plan pays. Medicare maximization is the work of finding those eligible retirees and helping them enroll the right way. It is aimed at pre-65 retirees, not active employees. For active employees, the group plan generally stays primary. We coordinate this for employers with retiree plans.
More on Medicare Maximization →
Student Health Insurance
Colleges, private schools and international student programs often need to offer students their own coverage. Under federal rules, school-sponsored student health plans are a form of individual coverage. Most schools use a waiver process, so students with other coverage can opt out. Students can stay on a parent’s plan until 26, but that network may not reach an out-of-state campus. J-1 exchange visitors must meet federal insurance minimums. We place student health plans and help schools set waiver rules that hold up.
More on Student Health Insurance →
Who’s the best group health insurance broker near me?
The right broker does the work you would otherwise do yourself. When you compare brokers for group health insurance in Bloomfield Hills, ask each one:
- Are you independent, or does a carrier own you?
- Who answers when an employee has a problem?
- Will you shop the market every year, or just forward the renewal?
- Can you show me what is driving my rate?
- Who helps with deadlines like Form 5500 and the PCORI fee by July 31?
We are independent, in business since 2007, and based on Woodward Avenue. Clients get a team of 5 and access to CPAs and ERISA attorneys through the firm. Switching takes one broker of record letter. Your carrier, plan, cards and rates stay the same.
What do I do if my group health insurance renewal comes in too high?
Don’t sign it yet. You usually have a few weeks.
- Get the renewal in writing, with every plan option and rate.
- Update your census. A census is the list of covered employees with ages and ZIP codes.
- If you have more than 50 employees, ask the carrier for your claims data.
- Shop the market. Compare carriers, plan designs and funding options.
- Check the size of the increase. 2027 small-group rate filings with Michigan’s Department of Insurance and Financial Services (DIFS) average close to 10%. If yours is far above that, ask why.
Then get a straight second read on your group health insurance in Bloomfield Hills.
Get Group Health Insurance Bloomfield Hills Help Before Your Renewal Deadline
Send us your renewal or book a 30-minute call about group health insurance in Bloomfield Hills. We will tell you plainly what is driving your rate and what your options are. Visit us at 41000 Woodward Avenue, Suite 350 East, Bloomfield Hills, MI 48304, or call 248.370.8853. We work with employers in Bloomfield Hills, Birmingham, Troy, Southfield, Royal Oak, West Bloomfield, Rochester Hills, Auburn Hills, Pontiac, Novi, Detroit and across Michigan.
Unhappy With Your Current Broker?
Switching to CFH takes one signed letter. Your carrier, plan, ID cards and payroll deductions stay the same.
Choosing Between HMO, PPO, EPO, POS and HDHP Plans
The plan type sets how much freedom employees have and how much the employer pays. Here is how the common types differ, drawn from HealthCare.gov.
HMO
Coverage is generally limited to providers who work for or contract with the plan, and out-of-network care is generally covered only in emergencies. Premiums are often lower. HMO designs suit employers who want predictable costs, as long as employees are comfortable choosing a primary doctor and staying within the network. Check the local network against your employees’ doctors first.
PPO
Members pay less in network, need no referrals, and can use out-of-network providers at a higher cost. It is the most flexible option. The tradeoff for that flexibility is usually a higher premium. PPOs often suit groups with employees spread across several locations or who want to keep long-standing doctors, so review where your people actually live and receive care.
EPO
An EPO depends on the plan’s network and generally does not cover out-of-network care except in emergencies. It can resemble a PPO in how it feels. Because out-of-network care is generally not covered, check the network carefully, especially for employees who travel or live near the edge of the service area. Make sure employees understand the rule before they enroll.
POS
A point-of-service plan costs less in network and typically requires a primary care doctor’s referral to see a specialist. POS plans can work well for employees who like having a primary doctor coordinate care. The referral step adds some friction, so explain it clearly at enrollment, and confirm how out-of-network care is treated under the specific plan.
HDHP With an HSA
A high deductible plan lets employees open a health savings account if the plan meets IRS limits. Our HSA vendor selection page covers the account side.
Mixing Options
Some employers offer two plans, such as a PPO and an HDHP, to give employees a choice. More choices add administration, so weigh them carefully. Offering a choice can help when employees have different needs, such as families and single workers. Before adding a second plan, consider the added administration, the contribution approach and whether the choice splits your group in a way that affects pricing.
Deductibles, Coinsurance and the Out-of-Pocket Cap
These are the numbers that decide what an employee actually pays. They also drive how many claims the plan pays.
Deductible
What a member pays for covered services before the plan starts sharing costs. Preventive care is exempt. A higher deductible usually means a lower premium, so the right level depends on what employees can afford to pay out of pocket. Check how the deductible works for families and whether the plan uses an embedded or aggregate structure.
Copay
A set dollar amount per visit or prescription. Copays are predictable for the employee, which many people value for routine visits and prescriptions. The amounts vary by type of service, so compare the copay schedule across plans, not only the premium, when you choose among options.
Coinsurance
The percentage of allowed charges the member pays after the deductible. Coinsurance can add up on expensive care, so it should be read together with the deductible and the annual cap. Ask for examples of what an employee would pay for a common procedure under each plan you are comparing.
The Annual Cap
HealthCare.gov defines the out-of-pocket maximum as the most a member pays in a plan year for covered in-network care. Premiums do not count. Check whether family coverage has a separate cap per person and for the family. Because premiums do not count toward it, the cap is best read as a worst-case figure for covered care in network, not as a total cost.
2026 and 2027 Federal Limits
As published by CMS on January 29, 2026, the cap is $10,600 self-only and $21,200 other than self-only in 2026, and $12,000 and $24,000 in 2027.
HDHP Limits
IRS Rev. Proc. 2025-19 sets the 2026 HDHP out-of-pocket maximum at $8,500 and $17,000. Figures reported for 2027 under Rev. Proc. 2026-24 are $8,700 and $17,400.
How We Compare Plans Beyond Price
A lower premium can cost more once employees use the plan. We look at the full picture and show you our reasoning.
Network Disruption
We check your employees’ own doctors and hospitals against each network and flag the gaps. We pull the doctors and hospitals your employees actually see, then compare them against each option, so a lower premium does not hide a disruption. Employees who lose access to a trusted provider often react more strongly than to a modest price change.
Drug Coverage
We compare formularies for the medications your employees actually take. See pharmacy benefit consulting.
Total Cost Modeling
We model premium plus expected employee cost, in a normal year and a high-claim year. The cheapest premium is not always the lowest cost for the employer or employees. Looking at likely out-of-pocket spending alongside premiums gives a fuller picture, particularly if your group includes a few members with high medical needs.
Funding Model
We compare fully insured, level-funded and, where it fits, self-funded structures, along with individual coverage options such as an ICHRA. Each funding structure moves risk and cash flow differently, and not every group is a good fit for each one. We lay out the tradeoffs in plain terms so you can decide how much variability your organization can comfortably accept.
Carrier Service
We weigh claims handling, enrollment support and what the carrier does when something goes wrong. See claims advocacy.
Renewal History
We look at how past renewals behaved, because the first-year price is only part of the story. A carrier that starts low and then raises rates sharply can cost more over several years. Ask for the history of increases, how they were explained, and whether the pattern suggests the first-year price was set to win the business.
A Renewal Calendar for Bloomfield Hills Employers
This is our working calendar, not a legal deadline. Check your contract for the carrier’s exact notice terms.
Four Months Out
Collect the census, current plan summaries and twelve months of premium history. Set goals for the renewal. Starting early leaves room to question the renewal, collect quotes and make changes without pressure. Missing data is the most common cause of delay, so begin gathering the documents and confirming the key dates and decision makers early.
Three Months Out
Review the carrier’s renewal as it arrives. Our renewal checker helps you see what drives the number.
Ten Weeks Out
If the renewal does not fit, request quotes. Carriers need time to underwrite and to confirm participation and contribution rules. If you are going to market, give carriers a complete package so quotes are comparable. Confirm that the plans, network and participation requirements are clear, and ask your adviser what questions will need answers before any quote is final.
Two Months Out
Compare proposals on the same plan design and negotiate. See renewal negotiation.
Six Weeks Out
Decide, submit applications and plan communications. Late forms delay effective dates. This is the stretch where deadlines tighten. Confirm the effective date with the carrier, finish the employee communication plan, and review the signed paperwork for accuracy, since errors at this stage can delay coverage or cause problems for employees.
Open Enrollment
Hold enrollment meetings, collect waivers, and confirm the final count. See open enrollment support.
Compliance Items Behind Every Group Health Plan
Compliance is part of plan design. These items affect what you offer and how you describe it.
Affordability
For plan years beginning in 2026 the ACA affordability percentage is 9.96 percent, and for 2027 it is 10.22 percent. It matters for employers with 50 or more full-time equivalent employees.
The Employer Mandate
The IRS describes applicable large employers as generally having 50 or more full-time and full-time equivalent employees. Use our employer mandate calculator for estimates.
Preventive Care
Most non-grandfathered plans must cover recommended preventive services without cost sharing when in network, per HealthCare.gov. Which services qualify depends on the plan’s status and on the recommended list, so do not promise employees that every service is free. Ask your carrier for the preventive list that applies to your plan, and share it at enrollment.
Dependent Coverage
HealthCare.gov states that children can stay on a parent’s employer plan to age 26 regardless of marital status or student status. This rule is about eligibility for coverage, not a requirement that you subsidize the cost. Confirm how your plan handles dependent premiums, and make sure your enrollment materials and carrier records reflect the age limit consistently.
Plan Documents
The Summary of Benefits and Coverage is required for every plan. See the SBC explained.
Reporting
ACA reporting has firm deadlines. See 2027 ACA reporting deadlines.
Questions to Ask Before You Renew or Switch
Bring these to your next carrier or broker meeting. Get answers in writing.
What Is Driving the Increase
Ask for the breakdown between trend, claims experience, plan changes and fees. Ask the carrier to put the explanation in writing so you can see how each factor contributes. A clear breakdown shows whether the increase comes from your own group’s experience, from the market or from changes you could negotiate.
Is the Network Staying the Same
Ask whether any hospital system or large provider group is leaving. Ask for the answer in writing and check it against your employees’ own doctors and hospitals. A network change after the renewal can affect your employees more than a modest premium difference, so settle it before you decide.
What Changes in the Plan
Ask for a redline of any benefit change, including the drug list and prior authorization. A redline makes it easy to see changes in deductibles, copays, drug coverage and approval rules. Review those details with your adviser before communicating anything to employees, since small plan changes can create a lot of questions.
What Are the Participation Rules
Ask for the participation and contribution requirements and what happens if you fall short. Fall short on participation and the carrier may reprice the plan or decline to renew it as written. Know the rule and the date it is measured, and plan your enrollment communications so you stay safely above the requirement.
How Long Is the Rate Held
Ask what the rate guarantee covers and what can change it. A guarantee can be limited by conditions such as a change in group size, or by plan or law changes. Ask for the terms in writing and note the date the guarantee ends so you can plan the next renewal.
Who Handles Problems
Ask who your service contact is. For appeals, see denied claims appeals.
What Employers Ask About Group Health Insurance
Answers to the group medical questions Bloomfield Hills employers raise most.
How many employees do we need to start a group health plan in Michigan?
A small group can start in any month with as few as one W-2 employee, and a plan does not require an employer contribution. Our small group guide covers the details.
When does the ACA require us to offer coverage?
Employers with 50 or more full-time equivalent employees must offer affordable minimum-value coverage to full-time employees or face penalties. The affordability percentage is 9.96 percent for 2026 and 10.22 percent for 2027.
What is the difference between fully insured, level-funded and self-funded plans?
They differ in who carries claims risk and how much of the premium can come back if claims run low. The right fit depends on group size and risk tolerance, and we compare them with you.
How early should we start a renewal or carrier change?
We recommend starting 60 to 90 days before renewal. That leaves time to gather a census, collect proposals, compare networks and prepare employees.
How long can we make new hires wait for coverage?
Employers choose the waiting period, such as the first of the month after 30 or 60 days. Under the ACA the waiting period cannot exceed 90 calendar days.
Does COBRA apply to us?
Federal COBRA applies to employers with 20 or more employees; see our COBRA guide. For smaller groups, continuation rules depend on the carrier and state law, so we confirm them for your plan.
Can employees change plans in the middle of the year?
Generally not. Elections are made at open enrollment and stay in place unless a qualifying life event, such as marriage, birth or loss of other coverage, allows a change.
What does CFH do that going straight to a carrier does not?
We are a licensed brokerage that advises on plan design, compares carriers and manages renewals, and we support administration and compliance. We advise and do not guarantee carrier pricing.
Related Guides
Related reading: Michigan autism insurance mandate · Michigan prior authorization law · Michigan oral chemotherapy law
Where the Rules Come From.
The laws and rules named on this page link to the statute or regulation they come from. This is general information, not legal or tax advice, and rules change, so check the current text.
ERISA (29 U.S.C. Chapter 18)
The federal law that sets reporting, disclosure and fiduciary rules for employer-sponsored benefit plans.
COBRA Continuation Coverage (29 U.S.C. 1161)
Requires many group health plans to offer temporary continuation coverage after a qualifying event.
Affordable Care Act (Public Law 111-148)
The 2010 health reform law, with later amendments, behind employer coverage, reporting and market rules.
Cafeteria Plans (26 U.S.C. 125)
The tax code section that lets employees pay certain benefit premiums before tax.
Health Savings Accounts (26 U.S.C. 223)
Tax rules for health savings accounts paired with qualifying high-deductible health plans.
Plan Reporting (29 CFR Part 2520)
The Department of Labor rules for annual plan reports, including Form 5500.
Creditable Prescription Coverage (42 CFR 423.56)
Defines creditable coverage for Medicare Part D disclosure and notice rules.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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