President Joe Biden signed an executive order on Jan. 28, 2021, that directs federal agencies to reconsider rules and other policies that limit Americans’ access to health care, such as by allowing less-comprehensive coverage under alternatives to Affordable Care Act (ACA) compliant plans.
Employers with health plan designs that predate the Affordable Care Act will find it easier to preserve the grandfathered status of their plans under a final rule by federal oversight agencies. But is it time to let grandfathered plans retire?
The U.S. Supreme Court appears hesitant to invalidate the Affordable Care Act (ACA) in its entirety, based on questions the justices posed during oral argument Nov. 10 in a case challenging the act’s constitutionality.
The IRS extended the deadline to provide employees with a copy of their 1095-C or 1095-B reporting form, as required by the Affordable Care Act, from Jan. 31 to March 2, 2021. While the IRS again extended “good-faith effort” transition relief to employers, it said this would be the last year it did so.
On Nov. 10, the U.S. Supreme Court will hear arguments on whether the Affordable Care Act (ACA) is constitutional, in whole or in part. Here are the possible ways the court might rule and what the implications would be.