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Your End-of-Year Benefits Compliance Action Plan

As 2026 winds down, HR and benefits administrators face compliance deadlines that can't be missed. Finishing these tasks now helps protect your business from penalties and audit exposure and keeps employees clear on their coverage. Here's what's on the calendar.

October:

Creditable Coverage Notices must go out before October 15. They go to every Medicare-eligible individual who is eligible for your plan's prescription drug coverage, including active employees, COBRA beneficiaries, and covered spouses and dependents. When in doubt, send the notice. If you filed a Form 5500 extension, that deadline is also October 15, and missing it can bring significant Department of Labor penalties. October is also a good time to audit your COBRA notices for timeliness and accuracy. You can then calculate your 2027 COBRA rates (up to 102 percent of plan cost) to share with participants.

November–December:

Update COBRA premiums in your billing system and send any open enrollment reminders . Make sure your Section 125 plan documents reflect this year's changes, and run nondiscrimination testing for your FSAs and cafeteria plan. Confirm how you'll handle unused FSA balances , whether through carryover, a grace period, or a runout period, and tell employees so they can plan ahead. Finalize your ERISA plan-year closeout documentation , and update your Summary Plan Description if your plan changed. Then review your employee handbook for new state and local requirements.

Before Year-End:

If you're an Applicable Large Employer, start gathering data for your 2026 ACA reporting . Forms 1095-C are due to employees by March 2, 2027, and electronic filing with the IRS is due March 31, 2027. Confirm that you've tracked full-time status accurately for each month. Also check that your lowest-cost self-only plan meets the 2026 affordability threshold of 9.96 percent.

Don't forget your annual creditable coverage disclosure to CMS . It's due within 60 days after the start of your plan year and within 30 days of any change in status.

Tackle one section at a time, and reach out to us if you need guidance on the requirements specific to your business.

October is a critical time to review your Medicare coverage. Starting October 1, you can begin comparing your current Medicare coverage — whether Original Medicare, Medicare Advantage, or a Medicare drug plan — against other options available for the coming year. Start by reviewing your plan's Annual Notice of Change (ANOC), which your plan mailed in September. It explains changes to your plan's costs and coverage that will take effect January 1. Pay attention to any changes that could affect you, and we can help you compare your current coverage with other available options to see how well it may meet your needs in the coming year.

Beginning October 15, Medicare's Annual Enrollment Period (AEP) officially opens. During this time, you can enroll in, switch or drop a Medicare Advantage or Medicare prescription drug plan, or switch between Original Medicare and Medicare Advantage. AEP continues through December 7, and changes made during this period generally take effect January 1.

Contact our office today to schedule time to walk through your choices. We will help you make a confident decision before AEP ends on December 7.

A new baby changes your daily routine, your priorities, and your plans for the future. Between feeding schedules and sleepless nights, life insurance probably isn't the first thing on your mind. But this milestone is a good reminder to review the protection your family depends on.

If you already have a policy, that's a helpful starting point. The next question is whether it still fits. Coverage you chose before becoming a parent may have been intended to cover a mortgage or final expenses. Now, someone may depend on your income and care for many years. Your responsibilities have changed, and your coverage may need another look.

Think about what your household would need if one parent died. Everyday bills would continue, along with housing costs, childcare, and other expenses. You may also want to account for future education or give the surviving parent more flexibility to take time away from work. Reviewing these needs can help you evaluate whether your current benefit amount is appropriate.

Include both parents in that conversation, even if one doesn't earn a paycheck. A stay-at-home parent provides care and support that could be expensive to replace. Childcare, transportation, and household responsibilities all have financial value. Looking only at income can leave an important gap.

Review how long your coverage lasts, too. If you have term life insurance, check when the term ends and whether it aligns with the years your child may depend on you. If you rely on coverage through work, ask what happens if you change jobs or leave employment. Your agent can help you understand how those benefits fit into your broader plan.

Finally, check your beneficiaries. Naming a baby directly may create complications because insurers generally cannot pay benefits directly to a minor. Ask your agent about beneficiary requirements and whether an estate-planning professional should help arrange how funds would be managed for your child.

You don't have to solve every financial question at once. Contact our office to review your existing policy, discuss your family's changing needs, and explore options that fit your budget. A growing family is a good reason to make sure your protection grows with it.