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Companies can be punished for even unintentional slip-ups, and financial and legal penalties can be crippling.

For employers with more customized design elements in place, retirement advisers may be wise to suggest tailored administrative assistance.

Given the uncertainty surrounding the individual market, intermittent workers will increasingly look to their place of employment for quality, payroll-deducted group benefits.

Last week’s executive order may unleash a chaotic landscape where employers, employees and advisers don’t understand the new rules.

Increased engagement coupled with changing needs and an easier path to legal action put the onus on plan sponsors to ensure they can defend their strategy and investment choices.

Companies have consistently rejected the idea of terminating their health plans and sending employees to buy their own coverage, but attitudes may be shifting.

Fragile small-group segment will be undermined by liberalization of rules governing association plans.

Employers can restrict birth control offerings on group health plans based on documentation of religious beliefs or sincerely held moral convictions.

Like-minded brokers are banding together, finding joy in helping would-be competitors get a win for their clients, says adviser Rachel Miner.

As base health plans become more generic, having unique and tailored products will become a key differentiator for recruitment and retention.