Articles Discussing General Topics In Employee Benefits.

On December 23, 2025, three federal agencies released a proposed rule to make costs more transparent in health plans. The proposal aligns with an executive order that President Donald Trump issued in February 2025 to enforce regulations requiring hospitals and health plans to make actual prices for medical services easier

On November 13, 2025, the Internal Revenue Service (IRS) released Notice 2025-67 containing the calendar year cost-of-living adjustments (COLAs) to the contribution and compensation limits for tax-qualified retirement plans.

On October 16, 2025, the Department of Labor, the Department of Health and Human Services, and the Department of Treasury (the “Departments”) published a new set of Frequently Asked Questions (“FAQs”) titled “FAQs about Affordable Care Act Implementation Part 72.”

On September 16, 2025, the Internal Revenue Service (IRS) released a final regulation providing guidance on how plan sponsors should implement a requirement under the SECURE 2.0 Act for catch-up contributions in retirement plans. For plan participants whose Federal Insurance Contributions Act (FICA) wages for the prior year exceed $145,000

Littler Lounge: From PPOs to Perks – Understanding the Employee Benefits Landscape

Open enrollment: the time of year when HR professionals load up on caffeine and employees wonder if “PPO” is a new streaming service. In this episode, hosts Claire Deason and Nicole LeFave invite benefits attorney Anne Sanchez to

The Supreme Court of the United States has agreed to hear a case to determine what interest rate assumptions should apply when an employer leaves a multiemployer pension plan. The case could have major financial implications for some employers.

Employers that sponsor health and welfare benefits for their employees must consider whether their cost structures and benefit designs meet the various nondiscrimination requirements that apply to health and welfare plans under federal law, particularly in situations where benefits and/or cost structures vary for different groups of employees. Unlike the nondiscrimination rules that apply to retirement plans, the nondiscrimination rules for group health and welfare plans can, at times, be ambiguous and subject to disparate interpretations. In this Compliance Corner article, we will provide a high-level overview of the various nondiscrimination rules that can apply to health and welfare plans, and we will discuss some of the unsettled ambiguities in the nondiscrimination rules under Sections 125 and 105(h) of the Internal Revenue Code (“Code”).

On July 4, 2025, President Donald Trump signed a comprehensive budget reconciliation bill into law, loosening rules around health savings accounts (HSAs), extending telehealth relief, and providing additional income tax relief for tips, overtime pay, and some popular employee fringe benefits.

On May 22, 2025, the U.S. House of Representatives passed “The One, Big, Beautiful Bill” (the “Bill”), which introduces significant changes to the Internal Revenue Code (the “Code”), with notable implications for employee benefits. The Bill extends and expands upon the 2017 Tax Cuts and Jobs Act (“TCJA”). The Bill was introduced as a centerpiece of former President Donald Trump’s policy for his second term. The original TCJA lowered individual and corporate tax rates, increased the standard deduction, and reshaped the Code. However, many of the provisions are set to expire at the end of 2025. This article seeks to summarize the key provisions in the Bill relating to employee benefits; however, employers should familiarize themselves with the full text of the Bill and specific implications as to each employer.