DOL, HHS, and Treasury Issue FAQs on Affordable Care Act and CAA 2021

On December 23, 2022, the U.S. Department of Labor (DOL), the U.S. Department of Health and Human Services (HHS), and the U.S. Department of the Treasury (collectively, “the Departments”) issued joint FAQs concerning certain provisions of the Consolidated Appropriations Act 2021 (CAA). The FAQS relate to the implementation of Title II (Transparency) of Division BB of the CAA, which addresses the mandatory reporting of selected prescription drug and health care spending by group health plans and health insurance issuers. 

The Departments and the Office of Personnel Management (OPM) issued interim final rules in November 2021 indicating that the Departments would not take enforcement action against plans or issuers who failed to report the required information by the first or second statutory deadlines. Those deadlines occurred on December 27, 2021, and June 1, 2022. Instead, the Departments and OPM required that the plans and issuers submit all such information by December 27, 2022. 

In the most current FAQs, the Departments state that they will not take enforcement action against any plan or issuer that uses a “good faith reasonable interpretation of the regulations and the Prescription Drug Collection (RxDC) Reporting Instructions” in making its submission. They also are extending the statutory deadline to January 31, 2023, in that they will not consider any plan or issuer out of compliance so long as they submit their mandatory 2020 and 2021 data before that date.

The Departments are providing some flexibilities for the 2020 and 2021 reporting requirements only, including the following:

  • Allowing multiple submissions by the same reporting entity;
  • Allowing submissions by multiple reporting entities;
  • Suspending the aggregate restriction on submitted data;
  • Allowing certain group health plans to submit premium and life-year data by email;
  • Making reporting on vaccines optional; and
  • Making the duty to report amounts not applied to the deductible or out-of-pocket maximum optional.

Finally, the Departments pledged to monitor stakeholder efforts to determine whether further guidance would be necessary in advance of future reporting deadlines. 

HBL has experience in all areas of benefits and employment law, offering a comprehensive solution to all your business benefits and HR/employment needs. We help ensure you are in compliance with the complex requirements of ERISA and the IRS code, as well as those laws that impact you and your employees. Together, we reduce your exposure to potential legal or financial penalties. Learn more by calling 470-571-1007.

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Hall Benefits Law, LLC

HBL offers employers comprehensive legal guidance on benefits in mergers and acquisitions, Employee Stock Ownership Plans (ESOPs), executive compensation, health and welfare benefits, healthcare reform, and retirement plans. We counsel a wide spectrum of clients including small, mid-sized, and large companies, 401(k) investment advisors, health insurance brokers, accountants, attorneys, and HR consultants, just to name a few. HBL is passionate about advising clients, and we are dedicated to our mission: to provide comprehensive, personalized, and practical ERISA and benefits legal solutions that exceed client expectations.

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