Benefits Compliance Solutions

Benefits Compliance Solutions We help benefits consultants use compliance as a powerful tool to grow their business. benefitscompliancesolutions.com

bcspro.com

08/27/2026

An S corp owner’s spouse who works full time for the business still can’t run benefits through the cafeteria plan pre-tax. Neither can their kids, parents, or grandparents.

Under IRS family attribution rules, family members of a more-than-2 percent S corp shareholder are treated as owners for Section 125 purposes, even when they’re legitimate common-law employees.

That means no pre-tax participation. They can still enroll in coverage, but contributions have to be post-tax. Get this wrong and it can jeopardize the plan’s tax-favored status for everyone.

BrokerLife

08/20/2026

Open enrollment isn’t the only enrollment opportunity employees are entitled to. Multiple regulations create windows outside of open enrollment and HIPAA is one of the most important.

HIPAA mandates special enrollment rights following loss of other coverage, marriage, birth, and adoption. Employers must notify employees these rights exist and allow enrollment when a qualifying event occurs.

Denying a valid special enrollment request isn’t a policy call. It’s a compliance violation.

ERISACompliance

08/18/2026

Moving to a self-insured plan means taking on compliance responsibilities that used to belong to the carrier.

PCORI fees, additional 1095-C reporting, HIPAA privacy obligations. These don’t transfer with the old plan. They become the employer’s responsibility from day one of the new arrangement.

Employers who know this before the transition can prepare. Employers who find out after are already behind. Have the conversation early.

HIPAACompliance

08/13/2026

Understanding a new client’s organizational structure isn’t just good practice. It’s a compliance requirement.

S-corp, C-corp, LLC, nonprofit, governmental employer. Each one affects how benefits are designed and administered differently. And control group relationships like parent companies and subsidiaries can change everything from cafeteria plan eligibility to non-discrimination testing to ERISA compliance.

Missing this at onboarding creates gaps that compound over time. Start every new client relationship with the right questions.

Section125 ClientOnboarding

08/11/2026

COBRA coverage doesn’t last the same amount of time for every qualifying event. And applying the wrong timeline creates penalty exposure.

18 months, 29 months, or 36 months. The duration depends on the event. Termination, divorce, disability, aging out of the plan each carry different rules for employees, spouses, and dependents.

Getting the timeline right for each situation isn’t optional. It’s what keeps administrators and employers compliant.

ERISACompliance

08/06/2026

Account managers are already having the right conversations throughout the year. Renewals, planning meetings, open enrollment.

When those touch points include tracking calendars, coordinating with vendors, and reminding clients of due dates, compliance becomes part of the relationship, not a separate conversation.

That’s how agencies prevent oversights and build the kind of credibility that keeps clients.

08/04/2026

COBRA compliance starts long before a notice goes out. It starts with correctly identifying the qualifying event.

Miss the event or misclassify it and the whole process breaks down. Notices don’t go out on time.

Participants lose their opportunity to enroll. Penalties and complaints follow.

Clear internal procedures for capturing qualifying events are what keep everything else on track. Make sure your clients have them.

ERISACompliance

07/31/2026

Grossing up premiums can be a smart strategy. It’s also one that has to be set up correctly from the start.

When an employer grosses up the premium cost, that amount becomes taxable income for the employee. In return benefit payments received later are tax-free. For disability coverage that distinction can make a real difference.

But it has to be clearly documented and quoted correctly with the carrier. Without that the tax treatment doesn’t hold up the way it’s intended to.

TaxTreatment

07/28/2026

A client saying they’re all set on compliance isn’t always a green light. Sometimes it’s a warning sign.

Many employers don’t raise compliance questions because they don’t know what to ask. The silence isn’t confidence. It’s a gap that hasn’t been found yet.

Advisors who uncover those gaps and help build systems to stay compliant deliver real value and real peace of mind. Be the one who starts that conversation.

07/23/2026

Offering coverage isn’t the same as offering minimum value under the ACA.

A plan meets minimum value when it covers at least 60 percent of total allowed costs and includes substantial coverage of inpatient hospital and physician services. Fully insured plans don’t automatically satisfy that standard. It has to be verified.

Employers who assume their plan qualifies without checking are carrying ACA exposure they don’t know about.

ApplicableLargeEmployer

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