Sponsored Content
And just like that, we're preparing to flip another page on the calendar. Back-to-school displays are popping up in stores, hometown fairs are returning across the state, and those last cherished beach and pool days are quickly approaching. All signs point to one thing: another season of compliance deadlines is on the horizon, and it's time to start gearing up for the 2027 renewal cycle.
Before renewal season kicks into full gear, there is a key compliance requirement due in July that deserves your attention.
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. For additional information, visit the IRS webpage regarding PCORI.
If you haven't begun the PCORI filing process, please contact your Account Management team for assistance.
Current National Headlines in the News
With HR and Employee Benefits topics regularly in the news, staying current on what’s really important can often be challenging. For the most current listing of those articles, read this Acrisure Benefits Weekly Digest.
Upcoming Training Opportunity
Acrisure will be hosting COBRA For Employers: Key Compliance Considerations on August 20 at 2 PM ET. This webinar provides an overview of key COBRA requirements and discusses common compliance issues and practical considerations for employers. With the complexity that COBRA brings to everyone, this is a great opportunity to get back to basics.
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.