The regulatory landscape governing employer-sponsored benefits is vast, constantly evolving, and increasingly enforced. This guide is for HR leaders and business owners who want to move from reactive compliance management to proactive compliance leadership.
The Regulatory Landscape at a Glance
- ERISA (1974) — Governs plan documents, fiduciary duties, and claims procedures
- COBRA (1985) — Continuation coverage rights and notice requirements
- HIPAA (1996) — Privacy, security, and portability of health information
- ACA (2010) — Employer mandate, reporting, market reforms, and coverage requirements
- MHPAEA (2008, amended) — Mental health and substance use parity requirements
- SECURE 2.0 (2022) — Retirement plan changes affecting benefits strategy
- CAA 2021/2023 — Transparency, broker compensation disclosure, and more
The Consolidated Appropriations Act: What Employers Must Know
The CAA introduced significant new requirements that many employers are still catching up on — including broker and consultant compensation disclosure (Section 202), gag clause prohibitions on plan contracts, and enhanced mental health parity analysis requirements. These aren’t optional.
Fiduciary Responsibility: The Stakes Are Higher Than You Think
- ERISA fiduciaries can be personally liable for plan mismanagement
- Employers must act prudently and solely in the interest of plan participants
- Documenting your decision-making process is critical protection
- Working with a qualified adviser creates a documented prudent process
From Maze to Map
Remedy Advisors serves as your compliance guide — translating regulatory complexity into clear action steps and keeping you ahead of enforcement trends. We believe compliance should be a source of confidence, not anxiety.