Feb. 2026. "This document summarizes key dates for calendar year 2026 regarding some activities and policies that are outlined in other documents[.]"  MORE >>

"[1] Review and update consent forms facilitating release of SUD information to take advantage of the Final Rule's new flexibilities ... [2] Review and update Notices of Federal Confidentiality Requirements ... [3] Review and update Notices of Confidentiality Requirements ... [4] Revisit existing relationships with qualified service organizations (QPOs) to ensure appropriate agreements are in place. [5] Ensure that personnel handling SUD information receive training on the Final Rule's updates."  MORE >>

"The passage of HR 7148 represents the most significant federal intervention into pharmacy benefit management practices in decades.... The [DOL] also recently issued proposed rules that add similar transparency obligations. For employers sponsoring group health plans, these changes carry substantial compliance obligations, fiduciary considerations and operational implications that will require proactive planning. Employers should also be on alert that the changes will likely result in PBM contract renegotiations."  MORE >>

"plan fiduciaries will need to promptly ... [1] Create an inventory of existing service providers and vendors to their ERISA covered health plans ... [2] Determine if appropriate fee disclosures have been obtained from such vendors/service providers; [3] If [not], request them from the vendors/service providers; [4] Once obtained, review the fee disclosures and service relationships ... [5] If a vendor/service provider does not respond to requests for fee required disclosures, consider next steps, which could involve terminating the relationship and reporting the vendor to the DOL. [6] Keep a record of fulfilling these fiduciary functions."  MORE >>

"Although CMS releases this rule every year, this particular proposal is significant, as it includes major structural changes to insurance design and provider network regulations."  MORE >>

"This report summarizes the principal rules governing HSAs, covering such matters as eligibility, qualifying health insurance, contributions, withdrawals, and tax advantages. It concludes with a discussion of HSA data limitations and recent trends in HDHP enrollment and HSA utilization. It includes HSA-related changes in the fiscal year (FY) 2025 budget reconciliation law sometimes referred to as the One Big Beautiful Bill Act[.]" [R45277 updated Feb. 23, 2026]  MORE >>

"If employees don't follow reasonable call-in procedures and have no valid justification for failing to do so, the employer may delay or even deny FMLA protection. It then may apply its ordinary disciplinary policies, just as it would for any other unexcused absence, including issuing warnings or terminating employment.... Termination can be lawful in these circumstances, not because employees needed FMLA leave but because they failed to meet the employer's procedural requirements."  MORE >>

"The fourth quarter of 2025 saw a flurry of mostly routine or minor developments in the paid family and medical leave space. California and New York City expanded their paid sick and safe leave laws. California and Illinois imposed restrictions on pharmacy benefit manager activities. California passed two laws: one that will ultimately limit the use of prior authorizations and another that will increase the coverage of its benchmark plan to include fertility services. Other noteworthy developments occurred in Iowa, New Mexico, and Washington."  MORE >>

"Earlier this month, the City issued proposed amendments to the ESSTA Rules.... In recent days, the City also rolled out amended ESSTA FAQs, a revised ESSTA website, a new report focused on the City's ESSTA compliance efforts, and an updated Notice of Employee Rights."  MORE >>

"[1] Innovative new plan designs ... [2] A resurgence of high-deductible health plans ... [3] Use of an integrated benefits platform ... [4] Biosimilars gaining traction ... [5] Continuing pediatric mental health cost challenges."  MORE >>

"This brief examines two measures of financial performance -- gross margins and medical loss ratios -- in the Medicare Advantage, Medicaid managed care, individual, and fully insured group health insurance markets ... At the end of 2024 ... [g]ross margins per enrollee in the group market was $846, roughly half the level observed among Medicare Advantage plans on average. Per enrollee gross margins in the individual market in 2024 amounted to $987."  MORE >>

"[E]mployers expect their healthcare costs to increase an average of 10% for 2026, after accounting for changes to their plan offerings (including plan design changes and types of plans being offered). If no changes were made to plan offerings, employers would have expected an increase of 12%."  MORE >>

"This Issue Brief examines issues that may impact consumers who access drug discounts through TrumpRx, particularly those with private insurance, and sets out key policy questions going forward."  MORE >>

Video of Feb. 24 hearing. Opening Statement from Subcommittee Chair Rep. Ryan Mackenzie (R-PA). Witness testimony from: [1] Ms. Adrienne Schweer, Bipartisan Policy Center; [2] Ms. Julie Squire, National Association of State Workforce Agencies (NASWA); [3] Ms. Elyse Shaw, The Center for Law and Social Policy (CLASP); and [4] Ms. Greta Kessler, Marsh McLennan Agency, on behalf of the Society for Human Resource Management (SHRM).  MORE >>

"As organizations representing employers, workers, patients, consumers, and brokers we write to express growing concern that the current operation of the Independent Dispute Resolution (IDR) process under the No Surprises Act (NSA) is undermining affordability and weakening protections for the millions of Americans who rely on job-based health insurance. The NSA was designed to prevent surprise medical bills and promote fair negotiation, but the IDR process is increasingly being used in ways that raise costs for patients, plan sponsors, health plans, and the broader health care system."  MORE >>

"The USPS recently changed a rule so that postmarks may reflect the processing date, rather than the date a post office obtained a letter or package. The new rule could lead to fines for employers if mandatory notices concerning employee benefit plans are deemed late. Electronically sending mandatory notices can help to meet a legal deadline, if the recipient has agreed to electronic communications."  MORE >>