"The fee imposed by sections 4375 and 4376 helps to fund the Patient-Centered Outcomes Research Trust Fund (PCORTF) and is calculated using the average number of lives covered under the policy or plan and the applicable dollar amount for that policy year or plan year.... The applicable dollar amount that must be used to calculate the fee imposed by sections 4375 and 4376 for policy years and plan years that end on or after October 1, 2023, and before October 1, 2024, is $3.22.... This notice is effective for policy years and plan years ending on or after October 1, 2023, and before October 1, 2024."  MORE >>

"Although presently there is little guidance, the Departments have signaled that they will issue technical guidance and an implementation timeline to assist plan sponsors as they transition to full compliance. Plan sponsors may want to consult their prescription drug benefit administrator for assistance."  MORE >>

"As of November 1, 2023, employers using both private and public plans will be required to permit employees to supplement their PFML benefits using accrued PTO.... Because employers often think of PFML and PTO in full-day increments, and supplementation of PFML benefits will entail less than a full day of pay, employers are likely to have questions about how to calculate the amount of accrued paid leave used to supplement PFML benefits."  MORE >>

"Beginning January 1, 2024 ... a covered employer must make available a pre-tax commuter benefit to covered employees.... Covered employees are those employees who work an average of at least 35 hours per week.... The Act applies to covered employers with at least 50 covered employees in one of more of [certain specified] locations ... Illinois is not the first jurisdiction to enact such a law; employers with multi-state operations should confirm which states and municipalities in which they operate may require the adoption of the same or similar type of program."  MORE >>

"In 2023 the average annual premium for employer-sponsored family health insurance coverage was $23,968 -- an increase of $1,505 (7 percent) from 2022.... On average, covered workers contributed 17 percent ($1,401) of the cost of single coverage and 29 percent ($6,575) of the cost of family coverage.... When asked about abortion coverage in the wake of the Supreme Court Dobbs decision, almost a third of large employers reported that their largest plan covered abortion in most or all circumstances."  MORE >>

"The graphing tool ... looks at changes in premiums and worker contributions over time for covered workers at different types of firms."  MORE >>

"KFF's 2023 annual survey found that 10% of large employers -- defined as those with at least 200 workers -- don't cover legal abortion care under their largest job-based health plan. An additional 18% said legal abortions are covered only in limited circumstances, such as when a pregnancy is the result of rape or incest, or endangers a person's life or health."  MORE >>

"The proposed rules far exceed congressional intent in the MHPAEA. The term 'substantially all' is used only in respect to annual and lifetime limits, which are quantitative treatment limitations (QTLs). It is inappropriate to apply them to NQTL. Additionally, Congress never intended for the Tri-Agencies to require that plan sponsors measure outcomes. Further, the Tri-Agencies have no business determining the reimbursement rates for providers for the purposes of measuring parity. This is beyond the scope of the law."  MORE >>

21 pages. "Through its membership, the Coalition provides mental health and substance use disorder (MH/SUD) benefits to the vast majority of Americans covered by private health insurance plans, both self-insured and insured.... Coalition members have significant concerns that some of the proposals could inadvertently reduce the quality and efficacy of the MH/SUD care received by patients by restricting health plans' ability to protect patients through plan standards that ensure high-quality providers and safe, effective treatment for patients."  MORE >>

41 pages. "The proposed regulations have significant legal, policy, and operational flaws and should not be finalized. Perhaps more importantly, the proposed rules will not achieve the goals of increasing access to mental health care or substance use disorder treatment.... [T]he proposed rules exceed any reasonable interpretation of the text or purpose of both MHPAEA and the CAA."  MORE >>

18 pages. "The proposed regulations go far beyond what Congress originally intended when enacting MHPAEA.... [T]he various tests and requirements in the proposed regulations ... are wholly unworkable, so much so that employers are unable to provide meaningful, constructive, and productive comments to fully answer the questions the Departments raise related to these proposed tests and requirements."  MORE >>

25 pages. "[S]everal aspects of the proposed rules ... raise significant concerns, including because they could have unintended negative impacts on participants and beneficiaries, are unworkable, or require substantial additional clarification. While employers are more than willing to do their part to support the mental health of employees and their families, it is essential that any final regulations avoid undermining safe, effective, affordable coverage and are clear, fair and workable."  MORE >>