Regulatory and legislative activity is a top priority. We stay at the forefront of change to ensure you're updated and compliant.
Our compliance hub proactively delivers real-time regulatory updates—across state lines and national borders—to keep your policies compliant and your mind at ease.
Health Care Reform
Whether you need affordability analysis or ACA reporting support, our experts provide clear guidance on Health Care Reform.
Grant your whole team exclusive access to informative and timely seminars as new legislation and updates arise.
We make sure HR teams understand their health and wellness benefit plan's compliance requirements, preventing disruptions and penalties.
The Newfront difference
Employers face continuously changing employment laws and ongoing employee issues. We offer an HR helpline as a risk-management value-add for your organization.
Our Compliance Dashboard™ helps you understand, organize, track, and complete the compliance obligations of your health plan.
Summarizes state and federal legal requirements
Generates on-demand reporting
Delivers email reminders of upcoming tasks
COBRA, HIPAA, PPACA, Leaves, and Cafeteria Plans are all top of mind in the HR world. Newfront’s in-house ERISA and Employee Benefits attorney addresses all of this and more in quarterly office hours and bi-weekly regulatory blogs.
Brian is the Lead Benefits Counsel at Newfront. Brian supports client across a variety of compliance and regulatory needs, focusing on ERISA, ACA, COBRA, HIPAA, Section 125 Cafeteria Plans, and 401(k) plans. Brian also presents regularly at trade events and in webinars on current hot topics in employee benefits law.
Health FSA Claim Substantiation
Newfront's Brian Gilmore addresses the health FSA claim substantiation requirements.
Correcting Improper Health FSA Payments
Newfront's Brian Gilmore covers how employees and their third-party administrators correct improper payments (reimbursements/distributions) from the health FSA.
Correcting Mistaken HSA Distributions
Newfront's Brian Gilmore discusses how employees can correct a mistaken non-medical HSA distribution to avoid income taxes and the 20% additional tax.