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Annual notices for employee benefits 2020

Annual notices for employee benefits 2020


Required Notices For Employees 

Whenever an employer offers a group health plan, it’s imperative to properly administer all of the health plan notices required under the DOL, PPACA, ERISA, COBRA, HIPPA, etc. Failure to comply with these directives can lead to costly penalties. So when it comes to your employee benefits communications, how confident are you in providing your employees (and their dependents) with all of these legally-required notices in the time and manner in which the law specifies? 


With the 2020 calendar year quickly approaching, here’s a rundown of the notices you might wish to review for your communication efforts and to aid your efforts in compliance.



Required notices for employee benefits:

  1. Summary of Benefits & Coverage (SBC)
  2. HIPAA Special Enrollment Notice
  3. Women’s Health and Cancer Rights Act (WHCRA) Notice
  4. Employer CHIP Notice
  5. Newborns’ Act Notice
  6. Summary Plan Description (SPD)
  7. Notice of Patient Protections
  8. HIPPA Notice of Privacy
  9. COBRA General Rights Notice
  10. Summary Annual Report (SAR)
  11. 1095-C
  12. Medicare Part D Notice of Creditable (or non-creditable) Coverage
  13. COBRA election notice
  14. Wellness Program Notices
  15. Grandfathered Plan Notice

Have questions about filing 1095-Cs? Check out the latest HR Party of One episode
"HR's Guide to 1095-C Forms" below:


Factors that affect distribution of notices

The requirements for each of the above notices is nuanced. Be sure to factor in components such as:

  • Time of year
  • Stage in employee lifecycle
  • Eligibility
  • Plan participation
  • Company role


Make sure employees understand their benefits: 

It’s one thing to maintain compliance by meeting all of your legal documentation requirements, however, it’s equally important to make sure all of the information is easy to understand and accessible for your employees. This goes beyond merely adhering to legal standards, and shows that you care about your workers and their access to healthcare. 

In this regard, we strongly encourage you to work with your benefits broker or an attorney to ensure that you’re compliant with the many legal documents.

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