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Summer is here—bringing with it shorts, flip flops, beach vacations, cookouts, and all the seasonal fun. While June’s compliance to-do list may be lighter than what lies ahead, it’s the perfect opportunity to catch up on lingering tasks and get organized before things ramp up again.
Here are a few areas to focus on during this slower stretch:
- ACA Tracking: When was your last spot check? Is it accurate? Are there any issues that need addressing? Have you offered coverage to all eligible employees? Identifying discrepancies early can be beneficial in the long run.
- Benefits Administration: How effectively is your benefits plan meeting your organization's needs? When was your last review meeting with your broker? Identify potential improvements and implement them before the next renewal period to enhance the plan's performance.
- Job Descriptions: When was the last time you conducted a comprehensive review of job descriptions? Are they accurate, up-to-date, and compliant with the Americans with Disabilities Act (ADA)? Regularly updating job descriptions ensures they reflect current responsibilities and legal requirements.
- Strategic Planning: With the year's busiest months ahead, now is the ideal time to solidify plans and delegate responsibilities. Evaluate long-term goals for both your department and the company. Consider organizing a team-building and brainstorming session to align objectives and strengthen collaboration.
- Training: Assess the training needs for both management and staff. When was the last leadership development program conducted? Have exit surveys highlighted any areas where additional training could enhance employee retention and performance?
Those are just a few ongoing HR tasks that, while not always exciting, are essential for preparing for the busy months ahead.
Upcoming Key Compliance Deadlines:
The following compliance deadline is not due until the end of July, however they require significant preparation and information collection. It is highly recommended to start gathering the necessary data to ensure timely compliance.
PCORI Fees: Employers of certain self-insured health plans are responsible for paying PCORI (Patient-Centered Outcomes Research Institute) fees annually. Fees for plan years that ended in 2025 are due July 31, 2026.
- PCORI fee for plan years ending between October 1, 2024, and before October 1, 2025, is $3.47 per covered life.
- PCORI fee for plan years ending between October 1, 2025, and before October 1, 2026, is $3.84 per covered life.
These fees are reported on IRS Form 720. Note: the most current Form 720 with the updated amounts has not yet been released yet. The IRS should be releasing the updated form soon, however that should not hold up the information gathering process. For additional information regarding PCORI, click here.
In Case You Missed It
The IRS just released Revenue Procedure 2026-24, which provides inflation-adjusted amounts for health savings accounts (HSAs) and high deductible health plans (HDHPs) for the 2027 plan year.
This This chart shows the 2027 changes alongside the 2026 plan year limits for comparison. Please note the changes as you move forward with your 2027 benefit plans.
Upcoming Training Opportunity Reminder
Acrisure will be hosting “Rebuilding Culture When Trust Is Broken” on June 18 at 2 PM ET. When trust erodes and morale declines, leaders often need more than just slogans or surveys alone. Employees may look for visible action, clear direction, and consistent leadership. This candid, practical session focuses on identifying potential sources of cultural strain, rebuilding credibility through dependable leadership behaviors, and strengthening alignment across managers. Participants will explore ways to create fast, practical improvements that can help restore confidence and momentum. HR and business leaders can review practical considerations to help stabilize teams, reduce disruption, and support a healthy culture grounded in transparency, accountability, and purpose.
This event is a part of Acrisure’s continued education series and free of charge. Registration is required so be sure to sign up in advance.
Compliance Disclaimer:
This communication is for informational purposes only and should not be considered legal or tax advice. Employers should consult with legal counsel or other appropriate professionals regarding their specific compliance obligations.