COVID-19 has thrown a wrench in many aspects of our professional lives, but Affordability safe harbors for Applicable Large Employers (ALEs) might not be the first to enter our minds.

All health plans are required under HIPAA to distribute certain notices, such as the Notice of Special Enrollment Rights when employees become eligible, and the CHIP notice which must be sent to employees annually. But there are quite a few other requirements that sometimes catch employers off guard.

In mid-April, CO SHRM and the Denver Regional Council of Governments conducted a survey about how employers are handling returning to the workplace and teleworking after COVID. The survey was completed by over 350 human resource professionals from across the state of Colorado. 

After Colorado’s Legislature returned in late May to one of the most unusual legislative sessions in recent history, a flurry of bills was introduced and passed in an abrupt end to the legislative cycle. Among the approved pieces of legislation was SB-205 or “Healthy Families and Workplaces Act” requiring new paid sick leave rules for Colorado employers. 

The IRS recently announced the changes to the cost sharing and contribution limits for High Deductible Health Plans (HDHPs) and Health Savings Accounts (HSAs) in 2021. Also in this article, we’ve included some of the most common questions that group insurance brokers like us receive on HSAs.