President Trump says his plan for ACA reform will provide insurance for everyone at a lower cost. Earlier this month, Congressional Republicans released plans for the American Health Care Act (AHCA), which may or may not do that.
Confused? You’re not alone. Significant changes may be coming, but moving a gigantic bureaucracy is like steering a yacht (or maybe a battleship). Course corrections don’t happen quickly and proposals are the name of the game.
According to Workforce, what’s next will depend on which health care reform changes reach final proposal. To be prepared, here’s what you should be watching for:
- There’s a good chance pay or play components of IRC 4980H will be revised or eliminated altogether.
- Requiring minimum essential coverage, offering affordable coverage or meeting minimum value requirements could be eliminated.
- ACA reporting could be replaced with more simplified reporting.
- All current coverage provisions are in jeopardy.
- Those being reviewed include cost limitations, preventative care, pre-existing condition exclusions, coverage for dependent children up to age 26, limitations on waiting periods, full-time employee definitions and purchasing coverage across state lines.
- It’s practically a given that the Cadillac Tax — the unpopular 40% excise tax that applies to the value of employer-provided health policies whose benefits exceed specified thresholds — will not survive. (In any case, implementation is delayed until 2020.)
HSAs and FSAs
- Health Savings Accounts could see increased contribution limits and new eligibility rules.
- Restrictions on Flexible Spending Accounts could be revised or eliminated.
Clear as mud? We’ll have to wait and see. In the meantime, know this: employers are required to comply with the established ACA regulations.
That’s where we come in
And to make sure your organization doesn’t fall victim to employee lawsuits or government audits, review our compliance guide today.
Sources: Workforce & HR Dive
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