Group health plans are responsible for compliance with a number of federal laws governing issues such as continuation coverage and portability of health coverage. If a group health plan does not comply with applicable group health plan requirements, the employer maintaining the plan is subject to an excise tax. Employers are also subject to an excise tax if they do not satisfy comparable contribution rules for health savings accounts (“HSAs”) and Archer medical savings accounts (“MSAs”). The Internal Revenue Service (IRS) has issued final regulations on reporting and paying the applicable excise tax, which are effective January 1, 2010.
Group Health Plan Rules Subject to Excise Tax
Generally, an excise tax of $100 per individual per day will apply to violations of the following rules (“Group Health Plan Requirements”):
- Continuation coverage (COBRA);
- Portability and nondiscrimination for health coverage (HIPAA);
- Genetic information nondiscrimination (GINA);
- Parity between mental health benefits and medical/surgical benefits (Mental Health Parity and Addiction Equity Act);
- Minimum hospital lengths of stay in connection with childbirth (Newborns’ and Mothers’ Health Protection Act); and
- Continued coverage for post-secondary students with a serious medical condition (Michelle’s Law).
For violations of the comparable contribution rules for HSAs and Archer MSAs, the excise tax will generally be 35 percent of the amount contributed by the employer to the Archer MSAs or the HSAs of all employees within the applicable calendar year.
For more information got to the IRS Regs
Health and Wellness as a Business Strategy 