"[California] employers with five or more employees must allow eligible employees to take up to five unpaid days of bereavement leave for certain family members.... [A] 'family member' means a spouse, child, parent, sibling, grandparent, grandchild, domestic partner, or parent-in-law.... Although bereavement leave is unpaid, employers must allow employees to use any accrued paid sick days or personal days to receive pay during their bereavement leave."  MORE >>

"In March, [HHS] issued a proposed rule that would prohibit individual and small fully insured group plans subject to the [ACA] essential health benefit (EHB) requirements from covering gender-affirming care as an EHB ... The proposed rule would prohibit health insurers of non-grandfathered fully insured individual and small group market health insurance coverage from covering gender-affirming care as an EHB, beginning with the 2026 plan year. This proposed change follows HHS' recent rescission of gender-affirming care protections introduced in 2022."  MORE >>

"This case underscores the importance of thorough and unbiased evaluation in disability benefit determinations. The court's decision serves as a significant reminder to insurers about the ramifications of disregarding credible evidence and failing to adhere to procedural standards when handling disability claims." [Ehrlich v. Hartford Life & Accident Ins. Co., No. 20-2284 (N.D. Calif. Mar. 28, 2025)]  MORE >>

"Missouri's new minimum wage and paid sick leave law (Proposition A) currently is subject to two legal challenges; [1] a lawsuit questioning the constitutionality of the law, and [2] a house bill that, if passed by the Senate and governor, would ... eliminate paid sick leave components of the law. The paid sick leave component of the law otherwise remains scheduled to go into effect on May 1, 2025, with relevant April 15, 2025, notice and posting compliance deadlines for employers."  MORE >>

"A simple utilization report can help reveal whether a benefit is worth the spend. From there, the decision is straightforward. If the program is working, optimize it. If it's not, cut it and replace it with something more impactful. Traditional employee engagement surveys offer important insights, but a data-driven, real-time approach can be even more effective."  MORE >>

"As the workplace continues to evolve, it's becoming clear that supporting female employees with the right benefits isn't just a nice-to-have, it's a must. From healthcare benefits that tackle gender-specific needs, to family support and mental health programs, companies can make a big impact by offering benefits that truly support women. Not only do these benefits help employees feel valued, but they also boost retention and productivity."  MORE >>

"In direct contracting, providers commit to low payment rates for treatment bundles authorized by employers, freed from unpredictable revenue streams, administrative burdens, and resultant burnout. Since employers can steer their workers to direct contract providers, providers must compete on price and quality, therefore enabling market forces to drive efficiency towards quality and affordability. This dynamic creates a meaningful counterforce to consolidation in the provider market, benefiting employers and patients."  MORE >>

"Examining Form 5500 data submitted by 1,480 multiemployer health plans, the average benefit costs for the plans increased about 5% from 2018 to 2020, reaching $12,298 per participant per year ... For the plan year 2020, 79% of multiemployer health plans offered dental and vision benefits in addition to health benefits; 61% of plans also included life insurance benefits.... The percentage of multiemployer health plans covering retirees in the 2020 plan year was 73%."  MORE >>

"The Individual Coverage Health Reimbursement Arrangement (ICHRA) has emerged as a powerful tool, particularly due to its flexible approach to employee classification. This flexibility allows businesses to create more targeted, equitable health benefit strategies across their workforce."  MORE >>

"Proactive plans should conduct training sessions that cover ERISA rules, as well as current litigation trends, at least once per year and any time a new member joins the committee."  MORE >>