HHS Releases Updated HIPAA Privacy Notice Templates
The 2024 Final Rule required employer-sponsored group health plans to update their Notice of Privacy Practices (NPP) by February 16, 2026, adding new protections for substance use disorder records. HHS released updated model templates just before the deadline, providing a compliance safe harbor. Self-funded and certain fully insured plans must distribute the revised NPP via mail, email, or website by April 17, 2026. Non-compliance can result in significant HIPAA penalties.
COLI: The Engine Behind Executive Retention in 2026
Corporate-Owned Life Insurance (COLI) funds executive benefits like SERPs by generating tax-deferred growth to offset long-term compensation liabilities. In 2026, passive management is no longer viable as regulatory scrutiny, carrier consolidation, and interest rate shifts reshape the landscape. Organizations must align finance and HR to ensure COLI portfolios support evolving benefit obligations and remain a competitive tool for retaining top talent.
Employer Strategies for Managing ASD Care and Cost
Autism spectrum disorder (ASD) diagnoses have nearly quadrupled since 2000, yet provider access and care coordination have not kept pace. Employers face rising claims costs, long treatment durations, and fragmented benefit designs that shift costs rather than improve outcomes. High-performing plans are moving toward evidence-based coverage, early intervention, and specialized vendor partnerships to manage financial risk while delivering meaningful, sustainable support to employees and their families.
Structured Weight Management as a Benefits Strategy
Obesity-related claims and GLP-1 pharmacy costs are rising sharply, yet fragmented approaches make it difficult to manage utilization or measure outcomes. Structured weight management programs address this by aligning lifestyle support, medication coverage, and care pathways within a single framework. Employers gain financial visibility, measurable accountability, and stronger employee engagement. When designed intentionally, weight management shifts from a wellness offering to a strategic benefit asset. – David Smith, JD REBC, Senior Vice President of Employee Benefits
Form 5500 Filing Deadline: What Employers Must DoPaying Attention
ERISA-governed health and welfare plans with 100 or more participants are generally required to file Form 5500 by the last day of the seventh month following the end of the plan year. For calendar year plans ending December 31, 2025, the filing deadline is July 31, 2026. Non-calendar year plans will have different deadlines based on their plan year-end date. Employers may request an extension by filing IRS Form 5558. Late filings can result in penalties of up to $2,739 per day, although the DOL’s Delinquent Filer Voluntary Compliance Program may help reduce penalties for employers that proactively correct missed filings.
