As we approach the end of the COVID-19 public health emergency, changes to health benefits are on the horizon. It's crucial for employers and plan sponsors to understand the implications of these changes and communicate them effectively to employees.
In this post, we've summarized key points from a recent article to help you stay informed about the upcoming adjustments and their impact on health plans. Read on to learn about essential deadlines, coverage changes, and more.
End of COVID-19 public health emergency leads to changes in health benefits
Plans no longer required to cover COVID-19 services (e.g., diagnostic testing) at no cost
Flexibility in health plan-related deadlines (e.g., special enrollment, COBRA election) may lapse
Employers should prioritize workers' best interests and communicate changes clearly
Employees losing Medicaid or CHIP coverage may have special enrollment opportunities
New FAQs issued by Departments of Health and Human Services and the Treasury address health plan changes
No-cost COVID-19 diagnostic testing coverage no longer required; employers should communicate changes
COVID-19 vaccine coverage out-of-network will lapse; plans should inform participants of in-network providers
Certain employee benefit plan time frames expected to end on July 10, 2023
Employers should accommodate and communicate key deadlines, and provide additional time for special enrollment rights
More information available in DOL's Employee Benefits Security Administration FAQs; EBSA can be contacted for assistance
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