If you have a level-funded health plan, self-funded health plan, or certain Health Reimbursement Arrangement (HRA) setups, there is an important compliance deadline approaching that should not be overlooked. Every year, many employers discover too late that nobody submitted their required filing and payment of their PCORI fees, resulting in unnecessary stress and potential compliance issues. The good news? The fee itself is usually modest and the calculation is simple. The ch

GLP-1 medications have quickly become one of the most talked-about topics in healthcare and employee benefits. Originally developed to help individuals manage Type 2 diabetes, these medications have gained widespread attention for their effectiveness in supporting weight loss and improving overall health outcomes. As more employees hear about GLP-1 medications through television commercials, social media, and news coverage, employers are increasingly receiving questions about

Employee benefits compliance involves more than offering quality health coverage. Employers are also responsible for providing required notices that inform employees of their rights under federal law. One notice that is frequently overlooked is the WHCRA notice. The Women's Health and Cancer Rights Act (WHCRA) requires certain health plans to provide coverage for reconstructive services following a mastectomy and mandates that participants receive notice of these rights. Fail

Finding affordable group health insurance for your employees should not feel complicated or time-consuming. Many business owners avoid shopping for coverage because they expect endless phone calls, spam emails, or pressure from insurance agents before they can even see pricing. At DK Benefits, we make the process simple. With our Instant Group Rates tool, employers in Florida and Georgia can quickly view current group health insurance rates online without providing company in

Got Married? Had a Baby? Lost Your Coverage? You don’t have to wait for Open Enrollment. Most employees think health insurance is a once-a-year decision, sign up in November, live with it until next November. That's mostly true, but there's a big exception almost nobody talks about: HIPAA Special Enrollment Rights. Specific Qualifying Life Events that can create a Special Enrollment Period (SEP): If something major happens in your life, you get married, have a baby, lose cove

Mental health benefits are no longer considered “optional extras” in employer-sponsored healthcare plans. Today’s workforce expects meaningful access to mental health and substance use disorder treatment and federal law requires many employers to provide those benefits fairly. That’s where MHPAEA comes in. The Mental Health Parity and Addiction Equity Act (MHPAEA) is one of the most important healthcare compliance laws affecting employer-sponsored health plans. Yet many HR le

If you're responsible for employee benefits, understanding the Affordable Care Act (ACA) isn’t optional. it directly impacts your compliance, costs, and overall benefits strategy. The ACA reshaped how employers offer health coverage, especially if you fall under the category of Applicable Large Employers (ALEs). Whether you're reviewing your current plan or building a benefits package from scratch, knowing how these regulations affect you is critical. What the ACA Means for Y

Let’s be honest, ERISA (short for the Employee Retirement Income Security Act of 1974) is one of those things most employers know they should understand… but rarely sit down and actually dig into. And that’s a problem. Because whether you're offering health benefits, retirement plans, or any kind of employee perks, ERISA compliance isn’t optional. It quietly sits in the background of almost everything you do. So let’s break it down in a way that actually makes sense. What is

If you’re responsible for employee benefits in your company, 2026 is not the year to “hope everything is compliant.” You need a clear, structured employee benefits compliance checklist that helps you stay ahead of regulatory changes, avoid penalties, and confidently manage your benefits program. This guide walks you through exactly what you should be paying attention to—and how to keep your business compliant while still offering competitive employee benefits. Overview of Key

If you’re running a small business, you already know that attracting and keeping good employees is harder than ever. That’s where the right employee benefits for small businesses make a real difference. We’ve worked with many small businesses that want to compete with larger companies, but don’t always know where to start when it comes to building a small business benefits package. The good news is, you don’t need a massive budget—you just need the right structure. In this gu

Choosing the right health insurance can be confusing, especially when comparing HMO vs PPO plans. Both options help cover medical costs, but they differ in flexibility, provider access, and overall expenses. Many people ask, what is an HMO plan and what is a PPO plan, and which one is the better choice. An HMO plan typically requires you to stay within a network and get referrals for specialists, often at lower costs. A PPO plan offers more flexibility, allowing out-of-netwo

Most employers think that “employee deductions are pre-tax, and that’s all you need to know.” In reality, what they have are pre-tax deductions running through payroll… with no compliant structure behind it. And that creates a problem. Because under Internal Revenue Code Section 125, you are not allowed to take pre-tax deductions unless you are operating a compliant plan. So if you’re offering pre-tax benefits without the proper setup, the IRS doesn’t see it as a small mista

Why Employee Benefits Matter More Than Ever Hello there! Are you stepping into the vast world of employee benefits? If so, let's clear up...