- CMS: CMS to Provide $50 Monthly Access to GLP-1 Medications for Medicare Beneficiaries
- DOL Advisory Opinion: Narrow application of Association Health Plan Rule
- IRS: Form 5500 Series | U.S. Department of Labor
- FactSheet: Expansion of TrumpRx.gov to 600 Medications
- FAQs:IRS Updates Section 127 Educational Assistance Programs (Blog) & FAQs at IRS & Sample Plan Document
- Blog: HHS Extends Enforcement of Security Rule to Group Health Plans
- Blog: Sponsors of HRAs and ICHRAs will no longer be required to issue Medicare Part D Notices Eff. 1/1/2027
- Blog: RxDC Reporting Considerations for Employers in 2026
Compliance Deadlines
- June1,2026– File annual RxDC & Healthcare Spending Report via CMS (most plans)
- July31,2026– File Form 5500 via DOL’s eFAST2 portal (plans with 100+ participants at beginning of plan year)
- July31, 2026– Pay PCORI fee for using IRS Form 720 (self-insured plans)
OCR to Employer Plan Sponsors: Steps in a HIPPA Security Analysis
Health & Human Services (HHS) recently settled four plan sponsor ransomware breaches, including one totaling a $245,000 penalty to the employer for failure to properly conduct a HIPAA Security Risk Analysis. HHS offered the following steps for health plan sponsors to implement. Read the full article.
- Identify the scope of the analysis
- Gather data
- Identify & document potential threats and vulnerabilities
- Assess current security measures
- Determine the likelihood of threat occurrence
- Determine the potential impact of threat occurrence
- Determine the level of risk
- Identify security measures and finalize documentation
Proposed Rule to Expand Fertility Benefits
News Release: PROPOSED: Fertility Benefits as Excepted Benefits
The DOL proposed a rule that, if finalized, means that excepted fertility benefits would become a new category of limited excepted benefits & apply to group health plans & health insurance issuers for plan years beginning on or after January 1, 2027. The Rule outlines certain criteria for fertility benefits to be an excepted benefit:
- Coverage must be limited to the diagnosis, mitigation, or treatment of infertility or infertility-related reproductive health conditions, most of which are provided by a medical professional authorized to practice under applicable law. The total lifetime benefit per participant (and any eligible beneficiaries) would not exceed $120,000, indexed for inflation. Fertility benefits must be either: provided under a separate policy, certificate, or contract of insurance; or other wise not be an integral part of a group health plan. Last, plan sponsors & issuers must give eligible participants and beneficiaries written notice about the availability and scope of fertility benefit coverage.
About Olivia ‘Liv’ Ash
Olivia “Liv” Ash, Esq., MS, an ERISA attorney, currently serves as AVP, Sr. Benefits Counsel for Patriot Growth Insurance Services, LLC. She holds degrees in Exercise Science, Education, & Law, with Indiana licenses in law & well-being education. Liv supports Patriot’s national suite of advisors regarding federal regulatory compliance as applied to welfare plans. Liv creates content, provides guidance to staff, presents webinars on welfare topics & often speaks at conferences, workshops, & seminars. Liv is a galleried artist; published researcher; & bestselling author in the field of emotional health.
Disclaimer: Content presented is not, nor is it intended to be legal advice; it is for general education purposes. Please consult local legal & tax counsel for specific guidance regarding any one welfare benefits plan. Content is the sole property of Patriot Growth Insurance Services, LLC, and is not to be modified in any way or used for any other purpose. © 2026 Patriot Growth Insurance Services, LLC.