Keep the Cadillac tax in mind
According to the IFEBP 2015 Employer-Sponsored Health Care: ACA's Impact Survey, 34% of employers, up from 24.5% in 2014, have started taking action to avoid triggering the 2018 Cadillac tax. Actions include moving to a CDHP (52.9%), reducing benefits (36.9%), and adopting wellness and preventive initiatives (28.3%). Run a financial projection to determine if your organization is expected to be impacted by the Cadillac tax. If you expect to be impacted, consider cost mitigation strategies and keep an eye out for upcoming proposed regulations. Although the effective date for this tax was recently delayed for two years, keep it on your radar.
Learn financial wellness
Financial wellness is the new buzz phrase in employee benefits and 93% of employers are very or moderately likely to create or broaden their efforts on financial wellness topics in a manner that extends beyond retirement decisions according to Aon Hewitt's 2015 Hot Topics in Retirement Survey. Such topics include basics of financial markets, healthcare planning, financial planning, debt management, budgeting, and saving for life stages. Given employee interest, look into which topic/s will provide the greatest value-add and work with your current retirement provider to lead financial wellness meetings.
Make the business case for help
Now and over the next few years, ACA administrative requirements are going to become unmanageable for one department/person to handle on their own (ACA benefits eligibility measurement/tracking, IRS reporting requirements, addressing Exchange/IRS appeal letters, new SBC for 2017, etc.). In fact, according to the IFEBP 2015 Employer-Sponsored Health Care: ACA's Impact Survey, employers say their biggest challenge isn't cost (20.6%), but rather administrative issues (56.9%). Given significant penalties for non-compliance, engage help as soon as possible, especially from your broker/consultant and internal departments (payroll, IT, communications).