Vigilant Blog

News, trends and analysis in employment law, HR, safety & workers' comp

Sep 11, 2010

Key date under health care reform looming

Employee Benefits 

September 23, 2010, a key date under this year’s federal health care reform legislation, is just around the corner. What does this mean for you? It means that your health plan must be in compliance with the following health care reforms, beginning on the first day of your plan’s next plan year:


·         Adult child coverage to age 26

·         Restrictions on annual limits on essential health benefits

·         No lifetime limits

·         No retroactive cancellation of coverage, absent fraud or misrepresentation

·         No pre-existing condition exclusions for participants under age 19


If you have a calendar year plan, that means these reforms go into effect on January 1, 2011.


If your plan is not grandfathered, you must also comply with the following reforms by the first day of your next plan year (January 1, 2011 for calendar year plans):


·         No cost-sharing on preventive care

·         Medical retention standards

·         Nondiscrimination rules for insured plans

·         Enhanced claims and appeals procedures

·         Patient protections, including the right to choose primary care provider, no referral or preauthorization on OB-GYN care, uniform payment for emergency services regardless of whether they are in-network or out-of-network


For all employers participating in the Vigilant Group Benefits Trust, these reforms will go into effect on January 1, regardless of when your participation in the Trust renews. Have questions about how health care reform applies to your plans? Contact Vigilant.

This website presents general information in nontechnical language. This information is not legal advice. Before applying this information to a specific management decision, consult legal counsel.