Marcy Heath

10/12/2026

This Monday is a federal holiday, and our team will be stepping away to rest and recharge alongside our families.

We're grateful for the clients and partners we get to work with, and for the chance to do work that genuinely makes a difference in people's day to day lives, whether that's making a health plan easier to understand or helping a business finally get ahead of rising costs.

Enjoy the extra day, whatever that looks like for you and your team. Take a walk, sleep in, spend time with people who matter.

We'll be back at it Tuesday, ready to help with whatever's next on your plate.

See you soon.

10/09/2026

Here's a gap worth paying attention to.

A recent workforce report found that 69% of employees want more information about their benefits. But only 34% say they actually receive year-round communication about them, most only hear about benefits once, during open enrollment.

The result: just 42% of employees say they fully understand their health insurance coverage, down from 49% the year before.

None of this requires a bigger budget. It requires talking about benefits more than once a year.

Curious how your current communication cadence compares? We're happy to take a look.

10/07/2026

Every year, employers offering prescription drug coverage need to tell Medicare-eligible employees and dependents whether that coverage is creditable. Those notices are due before Medicare's open enrollment period starts on October 15th.

This year adds a wrinkle. CMS has raised the bar for what counts as creditable coverage starting in 2027, so it's worth confirming your plan still qualifies before you send notices out.

A few quick steps: review your plan's drug cost coverage, coordinate with your carrier or adviser on updated testing, and pay close attention if you run a high-deductible plan.

Need a hand getting this squared away in time? We're here.

10/06/2026

Successful open enrollment requires giving every employee a meaningful opportunity to understand their options and select coverage that fits their health care and financial needs.

That can be challenging as many employees devote surprisingly little time to one of their most consequential benefits decisions of the year. Employers and HR teams preparing for open enrollment should prioritize clear communication, decision-support tools and access to knowledgeable assistance that can help employees make the right choices for themselves.

Help employees make informed open enrollment decisions by comparing health plan costs, prescription coverage, provider networks and available decision support.

10/05/2026

If your company offers prescription drug coverage, this one's worth a close look.

CMS has finalized new rules for what counts as creditable prescription drug coverage under Medicare Part D. Starting in 2027, the old 60% cost-sharing standard is going away. Plans will generally need to cover an average of 73% of participants' drug costs to qualify.

High-deductible health plans may be hit hardest by this change. Some that previously qualified as creditable may no longer meet the bar without adjustments.

Why it matters: Medicare-eligible employees who go without creditable coverage can face permanent late-enrollment penalties.

Have an HDHP? Let's check where you stand before open enrollment.

10/03/2026

Wondering if your lowest-cost health plan meets the 2027 affordability standard? The IRS offers three ways to check.

You can use the employee's W-2 wages, their rate of pay (hourly wage times 130 hours a month, or monthly salary), or the federal poverty level.

For 2027, using the federal poverty level method, the maximum monthly employee contribution comes out to about $135.93. Many employers set contributions slightly below the maximum to stay safely within the limit.

Getting this right matters. The penalty for unaffordable coverage climbs to $5,670 per employee in 2027.

Not sure which method fits your workforce best? Let's walk through it together.

10/01/2026

For the first time, the ACA affordability threshold has crossed 10%.

The IRS set the 2027 threshold at 10.22% of an employee's household income, up from 9.96% this year. That means employers have a bit more room in what they can ask employees to contribute toward the lowest-cost plan without triggering ACA penalties.

It's a small shift with real budget implications. Penalties for getting it wrong are also rising, up to $5,670 per affected employee for unaffordable coverage in 2027.

Now is a good time to review your contribution strategy before the plan year begins.

Want help running the numbers for your plan? Reach out.

09/30/2026

That phrase is more than a tagline for us. It's how we think about the work.

Employee benefits are often one of the largest expenses a company carries, and one of the least understood. We exist to change that: to give employers real data, real strategy, and a plan that works for their bottom line and their people.

Not every renewal has to feel like a surprise. Not every year has to bring another increase with no explanation.

That's the difference we try to make, one client at a time.

09/29/2026

As group health costs continue climbing, some employers are starting to take a second look at self-funded, or partially self-funded plans.

These plans give employers more skin in the game and the ability to better address cost drivers and tailor their offerings to fit the needs of their employees. But while the plans can save both the employer and their workers money, they are not for every organization. Here's what you need to know if you are tired of rising premiums.

Learn how self funded health insurance plans can help employers control costs and customize benefits while managing cash flow, compliance and high claim risks.

09/29/2026

The Department of Labor has proposed making electronic delivery the default for many required health plan notices, including COBRA, HIPAA, and claims determinations.

If finalized, it could cut paper mailings dramatically and save employers an estimated $402 million a year in printing and postage.

Nothing changes yet, and this would likely apply starting with the 2028 plan year. But it's worth starting to prepare now.

A few easy first steps: confirm employee email addresses are current, check what your benefits platform already supports, and think through a process for employees who prefer paper.