Articles Discussing General Topics In Employee Benefits.

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.

Takeaways Republicans in the U.S. House of Representatives attempt to deliver on President Trump’s campaign promises in the One Big Beautiful Bill Act (BBB or the Act), which passed the House by a razor-thin margin of 215 in favor and 214 opposed on May 22, 2025.  BBB shows favoritism

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.

Federal regulators recently indicated they will not enforce parts of the final regulations issued in September 2024 under the Mental Health Parity and Addiction Equity Act (MHPAEA) and may soon propose new rules altogether.

Takeaways

Employers who sponsor group health plans should review and revise, as needed, their consumer-facing pricing information for any compliance issues under the Executive Orders and applicable regulations.

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Making America Healthy Again with Clear, Accurate, and Actionable Healthcare Pricing Information Fact Sheet: President Donald J.

Even as high-priority issues such as diversity, equity, and inclusion (DEI), immigration, and Ukraine take center stage in the first months of the new presidential administration, many employers are wondering what the next four years might mean for employee benefits.

Is the cybersecurity of employee benefit plans the employer’s problem?

Unfortunately, U.S. employee benefit plans are prime targets for criminals all over the world. Hackers break into employee benefit accounts and take sensitive data, such as Social Security numbers, and even steal retirement account funds. In some cases, plan participants

After Congress declined to extend certain relief allowing first-dollar coverage of telehealth services by high-deductible health plans (HDHPs), health plan sponsors may need to make immediate changes to preserve employees’ health savings account (HSA) eligibility.

The Internal Revenue Service (IRS) has taken the position that employers may incorporate health savings accounts (HSAs) and student loan payments among the allocation options for employer contributions offered outside of cafeteria plans.

Employers providing health plan coverage through a high-deductible health plan (HDHP) may need to amend their HDHP before year-end to remove first-dollar telehealth coverage. Although prior regulatory relief permitted employers to provide telehealth coverage without cost sharing, that relief is due to expire at year-end. Absent an extension of that