Stay Ahead with Employee Benefits Compliance
Effortlessly manage compliance and avoid costly penalties.
Navigating the complex world of employee benefits compliance can be overwhelming for HR teams. Changing regulations, tedious forms, and the risk of non-compliance in your employee benefits plans can make it hard to stay on track.
But it doesn’t have to be this way. At Hilb Group, we simplify compliance with seasoned guidance, in-house resources, and proactive support.
Common compliance pain points we help solve:
- Struggling to keep up with rapidly evolving regulations
- Limited time or resources to manage compliance effectively
- Risk of fines and liabilities from documentation issues
Sound familiar? Don’t worry—we’ve got you covered.
Stay Compliant
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Your One-Stop Solution for Compliance
We make it easy to stay compliant so you can focus on what matters most—your people.
Hilb Group offers comprehensive health benefits compliance services tailored to your organization’s needs. With us you can get real-time guidance on complex laws like the Employee Retirement Income Security Act of 1974 (ERISA), Consolidated Omnibus Budget Reconciliation Act (COBRA), Health Insurance Portability and Accountability Act (HIPAA), Consolidated Appropriations Act (CAA), and Affordable Care Act (ACA) affecting group health insurance coverage and benefit plans.
We Provide...
No more scrambling to understand the latest regulations or stress over hidden compliance risks. With Hilb Group, you’re in capable hands.
Why Choose Hilb Group for Your Benefits Compliance
Transparent, No Hidden Fees
Our in-house services and resources led by an experienced employee benefits attorney focusing on benefits laws and regulations are part of our benefits consulting services, unlike many insurance companies and brokers who rely on costly third-party firms.
Real Results, Real Peace of Mind
We provide holistic compliance services and tools to keep you informed in an easily accessible way to help your organization avoid risks and liabilities associated with your healthcare coverage.
Stay Compliant
Non-compliance can cost your company big. With Hilb Group, you’ll gain the guidance, tools, and peace of mind to manage your benefits and health coverage seamlessly.
Don’t wait for problems to arise. Start simplifying compliance today.
Frequently Asked Questions
ERISA is the Employee Retirement Income Security Act of 1974. It is the comprehensive federal law that regulates employee benefits plans.
All ERISA plans are subject to investigation by the DOL. The Employee Benefits Security Administration (EBSA) is the arm of the DOL responsible for enforcing Title I of ERISA, including conducting civil and criminal investigations. Many of the areas of health and welfare benefit plan compliance examined by EBSA might also be subject to enforcement by other agencies. This is especially true with respect to group health plan mandates, many of which are enforceable by the Internal Revenue Service (IRS) and, in some cases, Health and Human Services (HHS). Violations of COBRA, HIPAA, and many ACA mandates can trigger excise tax penalties under the internal revenue code.
The duties of care and integrity imposed on fiduciaries are very high. ERISA requires fiduciaries to discharge their duties solely in the best interests of plan participants and beneficiaries for the exclusive purpose of providing plan benefits with care, skill, prudence, and discipline.
The Patient Protection and Affordable Care Act (ACA) is the comprehensive health care reform law enacted in 2010 that imposes several compliance requirements. Beginning in 2015, certain large employers - called Applicable Large Employers - may be subject to a penalty tax for failing to offer minimum essential coverage to all full time employees and their dependents or offering coverage that is not affordable or does not offer minimum value. ALEs must also satisfy reporting requirements with respect to the healthcare coverage, if any, they offered to full time employees.
If an employer has at least 50 full time employees, including full time equivalent employees, on average during the prior year, the employer is an ALE for the current calendar year, and is therefore subject to the employer shared responsibility provisions and the employer information reporting provisions.
It's good practice to regularly review your benefit plans, policies, and procedures. Create a strategy for compliance by monitoring employee benefit laws and making sure you understand which compliance tasks fall to the employer plan administrator and which fall to the group health insurance coverage carrier. Compliance comes in many forms - Hilb Group's Employee Benefits compliance group can help you stay on top of all of them!
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