3 Things You Need to Do to Stay Compliant in 2025

A changing administration and several issues awaiting final ruling make this a complex year for compliance. Here’s how you can make it easier to future-proof your compliance strategy.

Unlike our panel of compliance experts, we can say with about 95% confidence that compliance isn’t your favorite topic. But it’s a crucial part of running your organization and building your own professional expertise, so we’ve pulled together a list of hot topics and to-dos to help you stay compliant and set your future self up for success.

Go ahead and thank yourself now—you deserve it.

58% of our attendees at the live webinar said that getting a grasp on major changes in store for the upcoming year was most important to them. We got you.

Here’s what you need to know for your 2025 compliance strategy.

Did you miss our live webinar? No sweat. We recorded it for you! Or keep scrolling to see our list of can’t-miss time stamps to tune into.

Plus, you can flip through the slides at your own pace.

If there’s one thing you can count on with any incoming administration, it’s change. And benefits compliance isn’t exempt.

1. Mental health parity and privacy final rule

Our compliance partners are keeping a close eye on mental health parity, reproductive health, and HIPAA rulings alongside ACA challenges.

Hear from our experts: Tune in to the 11-minute mark to hear Ben Conley from Seyfarth and Brooke Salazar, JD from ComplianceDashboard talk through some potential scenarios and how to stay ahead.

While we don’t have hard dates for the above, you can help future-proof your organization regardless of the changes that roll in (or don’t) by:

• Reviewing your mental health benefits for any potential gaps
• Ensure those benefit analyses may be made available, if requested by the Department of Labor
• Training your team on HIPAA privacy rule and reproductive health
• Ensure you have an updated attestation statement for all parties requesting personal health information from your group health plan that includes the reproductive health language

2. Emergency relief for natural disaster victims

The Department of Labor and Department of Treasury recently announced that they’ll support relief for those who were impacted by the recent hurricanes.

Similar to the emergency relief provided during the COVID-19 pandemic, the relief program will provide COBRA extensions, including payments and special elections. While there’s no current expiry date, coverage for those impacted starts from the established date of the hurricane.

Bear in mind that this is government-provided relief; individual employers can also make provisions in their health plans and benefits programs to further support impacted employees.

Here’s how you can stay ahead while providing support:

• Send benefits communications to employees, reminding them of their benefits and key deadlines or extensions
• Review any claims that might need to be re-processed with your carrier partners
• Talk to your COBRA administration and TPA partners to establish a plan of action for extensions and other relief

Hear from our experts: Tune in to the 20-minute mark to hear Bruce Gillis, Head of Compliance talk through this in more detail.

3. Fiduciary governance in welfare

What?

A fiduciary is fancy phrasing for managing a benefit plan, like health insurance, with the added responsibility of acting in and directing the plan based on the best interest of your employees.

The compliance nerds break this down a bit more: Tune in to 30-minute mark for the details on what fiduciary governance is and why you need a named fiduciary from Brooke

Regardless of how big the words are for this topic, there’s quite a bit you need to keep an eye on in 2025 when it comes to staying compliant here. Our experts recommend keeping an eye on topics like state-level pharmacy benefit laws, changes in prescription and medical formularies, and pricing agreements from the carriers.

Your to-do list to stay on top of it all:

• Review your named fiduciary for health plans
• Establish training for your functional fiduciary members
• Consider creating an internal governance committee to manage and establish best practices
• Remember building and following good plan management processes is key

How many times will we say “fiduciary” in this blog? One more time: Fiduciary.

Don’t go into compliance alone. Take this!

HR compliance is complex, but it doesn’t have to be scary or overwhelming. As you look ahead at future-proofing your organization in the year to come, consider tapping in some professionals who spend all day in the ins and outs of compliance.

As an automated compliance calendar, Businessolver’s ComplianceDashboard is your go-to resource for keeping a pulse on compliance issues that impact your specific organization and plan.

Learn more about Compliance Dashboard