This year the Department of Labor (DOL) updated its national enforcement projects, signaling where investigators will focus to strengthen employee benefit plan compliance and protect participants. This session highlights the DOL priority areas most likely to affect group health plan sponsors, including mental health and substance use disorder parity, No Surprises Act/surprise billing requirements, cybersecurity, and the appropriate handling of employee contributions. From fiduciary compliance and cybersecurity expectations to health plan transparency and retirement plan investigations, understanding the DOL’s priorities is critical to minimizing risk and maintaining compliance.

Areas Covered in  the Session:

• Overview: DOL Enforcement Approaches and Audit Triggers
• No Surprises Act (NSA)/Surprise Billing Protections
  – Pre-NSA Example
  – Post-NSA Results
  – DOL NSA Enforcement Focus and Efforts
  – Complying with NSA Protections
  – Prior-Authorization
  – Applying INN Cost Sharing to NSA-Protected Services
  – Provider Payment
  – Notices and Disclosures
  – Employer Takeaways
• Mental Health Parity and Addiction Equity Act (MHPAEA)/Mental Health and Substance Use Disorder Benefits Parity
  – MHPAEA Applicability and Enforcement
  – MHPAEA Focus on NQTLs
  – Non-Quantitative Treatment Limitation (NQTL)
  – MHPAEA Recent Development
  – MHPAEA Comparative Analysis Requirements
  – MHPAEA: DOL Enforcement Priorities for 2026
  – MHPAEA: Employer Actions Items
• Cybersecurity/Safeguarding Participant and Plan Data
  – Addressing Risks of Cyberattacks
  – HIPAA and Cybersecurity
• ERISA/Contributory Benefit Plan Abuse
• Responsible Handling of Employee Contributions

Who Should Attend:

• Physicians
• Non-Physicians Providers
• Employer and Healthcare Executives, Directors and Supervisors
• Benefits Administrator
• HR professionals
• Compliance Officer
• Legal Advisor,
• Practice Managers
• Office Managers and Administrators
• Qualified Healthcare Practitioners
• Healthcare Executives, Directors and Supervisors
• Anyone responsible for Employee Benefit Plan and Compliance

Don’t miss this opportunity to understand 20226 DOL priority areas and guidance most likely to affect group health plan sponsors  and proactive steps employers can consider to improve plan compliance and minimize risks.