Capitol Benefits Group News & Update
NEW! Introducing The Benefits Table
Real Conversations. Practical Insights. Better Benefits Decisions.
Benefits can be complicated. Understanding them shouldn’t be!
We’re excited to introduce The Benefits Table, a new podcast presented by Capitol Benefits Group and hosted by Marcie Strouse, Tracy Hitchcock and Leisa Fox.
From changing healthcare policies and industry trends to everyday questions about coverage, costs and plan design, we’re bringing experts and real-world perspectives to the table to make benefits easier to understand.
Whether you’re an employer, HR professional or simply looking to make more informed benefits decisions, there’s a seat for you at the table!
Pull up a chair. There’s a lot to talk about!
October is Breast Cancer Awareness Month
A time dedicated to increasing understanding of breast cancer risks, early detection, and support for those affected. Regular screenings and preventive care remain the most effective tools for early diagnosis.
Employers can play a powerful role in promoting breast cancer screening — not by overwhelming people with messaging, but by making early detection easy, normal, and supported in the workplace. Below are some reminders and tips:
Make preventive screenings visible in your benefits communication
Employees often don’t realize mammograms are covered at 100% under most ACA‑compliant plans.
Normalize screening through leadership messaging
A simple, supportive message from leadership or HR can shift culture. Tone matters — be supportive, not directive.
Offer paid time for preventive screenings
Even one small policy change makes a huge difference. This signals that health is valued, not an inconvenience.
Partner with local providers for onsite or near‑site mammography
Mobile mammogram units are increasingly common. Employers can tap into convenience options which dramatically increases participation for screenings.
Use employee stories (voluntary) to build connection
If employees are willing, sharing survivor or caregiver stories are impactful but be mindful that communication is optional and should be handled sensitively.or simply respond to this email.
Employee Navigator Acquisition of Ease:
Employee Navigator, a leading benefits administration and HR software solution for insurance brokers and employers, completed an acquisition of Ease in 2023 and has finalized its timeline for officially sunsetting the Ease software application. Employee Navigator offers a marketplace of 300 integrated partners, both insurance and payroll companies, and serves over 13 million employees in the U.S., making it one of the largest benefits administration and HR platforms in the country.
On July 1, 2027, Ease officially transitions to read-only mode, and active customer support and integrations for Ease activities are discontinued. Capitol Benefits Group is actively migrating clients over to the Employee Navigator platform ahead of this deadline to ensure a smooth and accurate transition. If you would like more information about Employee Navigator, please feel free to reach out to your dedicated account manager.
Already using Employee Navigator and want HR user training? HR User training sessions, both live and recorded sessions, are available whether you’re a brand-new user or advanced user.
Employee Navigator HR Training: The Basics
https://register.gotowebinar.com/rt/6596680991152506712
Employee Navigator HR Training: Advanced Tools
https://register.gotowebinar.com/rt/6211374733248797014
Open Enrollment Best Practices for 2027Let’s Talk Benefits!
Many employer organizations renew their benefits on January 1st because it may cleanly align with financial, regulatory, and operational cycles. The date isn’t random — it’s the result of tax rules, carrier contracts, budgeting rhythms, and employee expectations that all converge at the start of the calendar year. Year‑end is busy because many major operational cycle converges at the same time — financial, HR, compliance, and employee‑facing work all stack on top of each other. It’s not just “a lot going on”; it’s structurally designed to be the most compressed period of the year. And let’s not forget about the holidays!
Open enrollment is an annual window of time when employees are provided the option to enroll, waive, discontinue, or change benefit elections in their employer’s benefit plan. Capitol Benefits Group is pleased to extend this checklist for navigating the busy year-end open enrollment season to ensure your employees understand the value of the benefits package that is sponsored. Please feel free to reach out to your dedicated account manager or benefits advisor to take a deeper dive on your 2027 open enrollment needs!
Compliance Reminder: Medicare Part D and Creditable Coverage Participant Requirements for Employer Plans
Employers that offer prescription drug coverage have two related disclosure obligations: providing notice to Medicare-eligible individuals and reporting the coverage’s creditable status to CMS.
Employers must provide a Creditable Coverage Disclosure Notice or a Non-Creditable Coverage Disclosure Notice to all plan participants who are or may become eligible for Medicare. Participants include active employees, retirees, COBRA enrollees, and covered spouses or dependents. Because employers may not always know which individuals are Medicare-eligible, many choose to distribute the notice to all participants.
The notice must be provided:
Annually before October 15 (which is the start of the Medicare Part D annual enrollment period);
Upon initial eligibility;
Upon request; and
Whenever there is a change in the creditable status of the coverage.
Model notices are available on the CMS website and should be customized for each group health plan.
ACA Affordability Threshold Increases for 2027 Plan Year
On July 21, 2026, the IRS announced that the Affordable Care Act (ACA) affordability threshold will increase from 9.96% in 2026 to 10.22% for plan years beginning in calendar year 2027. This means coverage will be considered “affordable” if the employee’s required contribution for the lowest-cost employee-only coverage that provides minimum value doesn’t exceed 10.22% of the employee’s wages.
Under the ACA’s employer shared responsibility provisions, applicable large employers—generally those that averaged at least 50 full-time equivalent employees during the preceding calendar year—must offer affordable, minimum-value health coverage to at least 95% of all full-time employees and their dependent children or be subject to potential employer shared responsibility penalties.
Read more about affordability and minimum value on the IRS’s Questions and Answers on Employer Shared Responsibility Provisions Under the Affordable Care Act web page.
Benefits Bulletin:
The IRS 2027 Annual Amounts for HSAs and More
Earlier this year, the IRS released the 2027 plan year limits for several types of benefits that have maximums subject to annual change in IRS Revenue Procedure 2026-24.
Health savings account (HSA) contribution annual maximums:
Self-coverage only: 4,500(100 increase from 2026)
Family coverage: 9,000(250 increase from 2026)
Annual catch-up contribution maximum remains unchanged at $1,000 for HSA-eligible individuals age 55 or older
High deductible health plan (HDHP) minimums and maximums:
Minimum annual HDHP deductible:
Self-coverage only: 1,750(50 increase from 2026)
Family coverage: 3,500(100 increase from 2026)
Maximum annual HDHP out-of-pocket expenses (deductibles, copayments, and other nonpremium amounts):
Self-coverage only: 8,700(200 increase from 2026)
Family coverage: 17,400(400 increase from 2026)
Excepted benefit health reimbursement arrangements (EBHRAs):
Annual maximum of $2,250
Affordable Care Act (ACA) out-of-pocket limits:
The ACA’s maximum out-of-pocket limits for plan years beginning in 2027 (as updated in the final rule issued by the Department of Health and Human Services on January 29, 2026) for non-grandfathered health plans are:
Self-coverage only: 12,000(1,400 increase from 2026)
Family coverage: 24,000(2,800 increase from 2026)
Unlike the HDHP out-of-pocket maximums, the ACA out-of-pocket maximums apply to in-network essential health benefits (EHBs).