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The End of the Covid-19 National Emergency: What Plan Sponsors Need to Know

New guidance effectively terminates several of the employee benefit plan mandates that were implemented when the National Emergency was initially declared on March 13, 2020, which was retroactively effective March 1, 2020. Those mandates required that certain time periods and dates for HIPAA special enrollment, COBRA continuation coverage, and internal claims and appeals and external review be disregarded (“Disregarded Periods”) when determining the due dates for certain elections and other actions by employee benefit plans subject to ERISA and the Internal Revenue Code, and participants and beneficiaries of these plans during the COVID-19 National Emergency.

Please join Bonita Hatchett-Bodle for a discussion of the Department’s recent guidance and best practices for administering employee benefit plans in light of the end of the National Emergency.


• Disregarded Deadlines

• COVID Tests and Vaccines

• COVID-19 Diagnostic Testing

• COBRA Deadlines

• Special Enrollment

• Loss of Medicaid/CHIP Coverage

• Telehealth

• SBC and SPD Updates

• Impact on HDHPs


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