As a result of the COVID-19 pandemic, law makers have been busy making changes to existing policies to help ease the burden on health care systems and those affected by this public health crisis. Check out the latest legislation impacting
pre-tax accounts below.
pre-tax accounts below.
(Signed into effect on March 27, 2020 and retroactively effective as of January 1, 2020.)
What is the CARES Act and how does it affect those that have a Health Savings Account (HSA), Flexible Spending Account (FSA), or Health Reimbursement Arrangement (HRA)?
The Coronavirus Aid, Relief, and Economic Security Act (CARES Act) was signed into effect on March 27, 2020, and positively impacts participants’ purchasing power by expanding the list of eligible items by 20K+ additional products. Retroactively effective as of January 1, 2020, the bill also makes telehealth services pre-deductible without impacting HSA eligibility (provision in place until December 31, 2021).
Listed below are products that have been made more accessible through the CARES Act:
- Over-the-counter (OTC) drugs and medicines like cold remedies and fever reducers no longer require a prescription for reimbursement. By removing the extra step of getting a prescription from the doctor for these commonly used items, participants now have more direct access when purchasing them onsite or online.
- Menstrual care products like pads, tampons, liners, cups, and sponges are included in the list of newly eligible items, which is good news for women everywhere.
Note about newly eligible items: Health account payment cards may not work immediately if participants are purchasing any of the newly eligible items added through the CARES Act. Merchants are currently working to get their systems and inventories updated with the anticipated time frame of May 2020 for most.
View our updated list of eligible items here:
The CYC Marketplace is an easy way to shop for eligible items.
This shopping option is a convenient way to purchase products without the guesswork of product eligibility, it offers you discounts and incentives, and keeps you healthy by giving you easy online access to the products you most need from the safety of your home.
(Released March 21, 2020)
The IRS announced the extension of the federal income tax filing deadline from April 15, 2020 to July 15, 2020 (IRS Notice IR-2020-58) and is waiving all penalties and interest on tax payments during the 90-day postponement regardless of the amount owed.
This new deadline also means that HSA participants have more time to make 2019 contributions to their accounts. The maximum contribution limits remain the same, but participants now have more time to meet these limits, which are $3,500 for individuals and $7,000 for families for the 2019 tax year. It is important to note that HSA participants should check their local state laws to determine if local authorities have extended tax filing deadline in line with the federal extension, or work with their tax advisor to ensure correct filing.
(Released March 11, 2020)
To remove barriers for testing and treatment of COVID-19, the IRS announced in Notice 2020-15 on March 11, 2020, that COVID-19 testing and treatment is considered preventive care and may be covered pre-deductible by a High Deductible Health Plan (HDHP).
Read our related blog.
On May 12, 2020, the Internal Revenue Service (IRS) released Notice 2020-29 and Notice 2020-33, which gives employers the option to amend their plans:
- To extend grace periods for Health Care Flexible Spending Accounts (FSA) and Dependent Care Assistance Programs (DCAP) plans to December 31, 2020.
- To allow health care FSA and DCAP participants to make mid-year election changes in more circumstances.
- To permanently increase the allowable carryover for health care FSAs:
- Increased to $550 for 2020 plan year.
- Future plan year carryover limits will be indexed to reflect an amount equal to 20% of the maximum permitted health care FSA contribution.
FSA and DCAP Grace Period Extended and and Mid-Year Elections Allowed
NOTICE 2020-29 includes the following changes:
- Ability to amend plan documents to allow an extended grace period for FSA and DCAP plans to December 31, 2020.
- Employers decide on whether or not they want to extend the grace period.
- Change is only applicable to grace periods ending in 2020 and may only continue to December 31, 2020 regardless of when grace period was scheduled to end.
- Example: A grace period ending March 15, 2020 or December 29, 2020 may only be extended to December 31, 2020.
- Ability to amend a plan to allow mid-year elections for FSA and DCAP plans.
- Employers decide on whether or not they want to allow at will election changes.
- Allows election changes on a prospective basis.
- May limit election changes to no less than amounts already reimbursed.
- Example: An employee could elect an FSA today that has an effective date of May 18, 2020, whether or not the employee has had any qualifying life event or change to cost or coverage.
- Prior relief to cover tele-health services related to COVID-19 under High Deductible Health Plans (HDHP) is now retroactively effective back to January 1, 2020.
Health Care FSA Carryover Increased and HRA Coverage of Health Premiums Allowed
NOTICE 2020-33 includes the following changes:
- Increasing the carryover amount for health care FSAs from $500 to $550 for the 2020-2021 plan year.
- Employers may amend plans to allow increased carryover from their 2020- plan year to the 2021 plan year.
- Not all plans will require amendment if they are tied to a statutory limit.
- A carryover increase is not permitted for 2019 plans into the 2020 plan year.
- ICHRA/QSEHRA plans are permitted to treat an expense for a premium for health insurance coverage as incurred on:
(1) the first day of each month of coverage on a pro-rated basis
(2) the first day of the period of coverage, or
(3) the date the premium is paid.
- A 2020 ICHRA may reimburse a January 1, 2021 premium if the premium is paid in December 2020.
- Example: An individual coverage HRA with a calendar year plan year may immediately reimburse a substantiated premium for health insurance coverage that begins on January 1 of that plan year, even if the covered individual paid the premium for the coverage prior to the first day of the plan year.
Please speak to your benefits administrator and internal team about how to manage election changes.
On April 28, 2020, the U.S. Department of Labor’s (DOL) Employee Benefits Security Administration (EBSA) and the Internal Revenue Service (IRS) issued the EBSA Disaster Relief Notice 2020-01, which extends certain health care benefit deadlines.
Who does this temporary deadline extension impact?
The new Rule extends certain health care benefit deadlines under the Employee Retirement Income Security Act (ERISA) and may impact your ConnectYourCare (CYC) programs, including Health Care Flexible Spending Accounts (FSAs), Health Reimbursement Arrangements (HRA), and COBRA.
- Extension of the deadline to notify the plan sponsor of a qualifying life event for purposes of an election change.
This may result in delayed notifications from participants about a marriage, the birth of a child, or other change in life event that would allow participants to make a change to their HRA or FSA election.
- Extension of the deadline for submitting HRA and FSA claims.
If your plan’s run-out period ended after March 1, 2020, you may be required to extend a participants’ ability to submit FSA or HRA claims until 60 days after the end of the COVID-19 national emergency is declared over.
- Extension of the deadline for appealing an adverse claim decision.
- Extension of the deadline to notify the plan sponsor of a qualifying life event for the purpose of an election change.
- Extension of the deadline for notifying plan sponsors of a qualifying life event or disability for the purpose of extending COBRA.
- Extension of the deadline for electing COBRA continuation coverage.
- Extension of the deadline for making COBRA premium payments.
Feeling a little rusty on COBRA regulations, notifications, and timelines?
Our New COBRA Academy Can Help!
There’s no doubt that over the past few weeks, COBRA has resurfaced as a focal point for many employers. That means many HR professionals and benefits specialists are spending more time on COBRA administration now than in years past…and many find themselves brushing off the dust to complete tasks they haven’t had to focus on for a while.
If you’re feeling a little uncertain on your COBRA duties, we’d like to share our new COBRA Academy: a complimentary learning hub for HR professionals who administer COBRA, as well as brokers seeking to keep their clients compliant. Within, you’ll find helpful administration resources and ways to avoid common COBRA mistakes.