This Month Only! >> $20 off and a FREE SHRM tote with your membership and code TOTE2018!
Sign up for free email newsletters and get more SHRM content delivered to your inbox.
Is your employee handbook keeping up with the changing world of work? With SHRM's Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Build competencies, establish credibility and advance your career—while earning PDCs—at SHRM Seminars in 12 cities across the U.S. this spring.
#SHRM18 will expand your perspective – on your organization, on your career, and on the way you approach HR. Join us in Chicago June 17-20, 2018
U.S. agencies clarify limits on 'grandfathered' plans
Members may download one copy of our sample forms and templates for your personal use within your organization. Please note that all such forms and policies should be reviewed by your legal counsel for compliance with applicable law, and should be modified to suit your organization’s culture, industry, and practices. Neither members nor non-members may reproduce such samples in any other way (e.g., to republish in a book or use for a commercial purpose) without SHRM’s permission. To request permission for specific items, click on the “reuse permissions” button on the page where you find the item.
Update: Amendment Lets Employers Switch Carriers, Stay 'Grandfathered'In November 2010, federal departments issued an amendment to the interim final regulation discussed below that allows group health plans to switch insurance companies and maintain their grandfathered status, so long as the structure of the coverage doesn’t violate one of the other rules for maintaining grandfathered status. (See the
SHRM Online article, "Switching Insurers Doesn’t Doom Grandfather Status.")
The Obama administration has released a set of
final interim regulations for “grandfathering” health care plans that existed when the health care reform legislation became law on March 23, 2010.
The regulations (published in the June 17, 2010,
Federal Register) would allow plan sponsors to make modest adjustments and changes to adhere to state and federal laws. However, the rules would prohibit existing health care plans from making changes to premiums, co-pays and deductibles that would increase plan participants’ out-of-pocket expenses substantially.
Department of Health and Human Services (HHS) Secretary Kathleen Sebelius told reporters during a media briefing on June 14, 2010, that the rules were crafted to ensure that “grandfathered plans still have the flexibility they need to make reasonable changes”but also to make sure that insurance companies “don’t use this additional flexibility to take advantage of their customers.”
The regulations were released by the Department of Labor, the Treasury Department and HHS and have been awaited by employers and plan sponsors that need to determine if their health care plans comply with the health care reform law. The interim rules were set to appear in the
Federal Register on June 17, 2010. HHS has placed a
fact sheet on the interim rules online.
“The rule we are announcing today will allow employers to make routine and modest adjustments to co-payments, deductibles and employer contributions to their employees’ premiums without forfeiting grandfather status,” said Labor Secretary Hilda Solis during the media briefing. “This flexibility will encourage employers to continue offering health coverage to their employees and help to ensure coverage for all Americans.”
Sebelius and Solis told reporters that the new regulations stuck to President Barack Obama’s promise that people who liked their health care plans could keep their coverage. However, opponents to the president’s health care reform plan say that the interim rules will force most existing health care plans to alter coverage for their participants.
“The new rules from the federal government on ‘grandfathering,’ which were crafted without any opportunity for public input, are just more proof that despite all of the promises made by the president and other supporters, you actually can’t keep what you like under the new partisan health reform law,” said Sen. Chuck Grassley, R-Iowa, “Change is coming for a lot of people, whether they want it or not.”
Business groups weighed in on the new regulations, with several warning that they could prove to be onerous for plan sponsors.
“Under the regulations, a plan could lose grandfathered status by changing a co-pay more than $5, or seeking to implement a more value-driven design,” said Randel K. Johnson, senior vice president of labor, immigration and employee benefits for the U.S. Chamber of Commerce. “Once grandfathered status is lost, employers will be forced to follow a number of expensive new insurance rules, which will increase costs for employers and employees, threatening the coverage Americans currently have.”
According to Susan Eckerly, senior vice president of the National Federation of Independent Business, the “latest rules on grandfathered plans mean small businesses will be left with even less choice and flexibility. Instead, they will be faced with the difficult choice of paying more to maintain grandfathered coverage, shopping for a new (and more expensive) plan or possibly dropping it entirely.”
What Are ‘Grandfathered’ Plans?
Employer-provided health plans that existed as of March 23, 2010, are grandfathered and do not have to comply with the new requirements to offer preventive health without cost-sharing, establish external review procedures for the claims appeal process, cover clinical trials, and comply with certain quality of care reporting requirements, among other health reform mandates.
However, even grandfathered plans are subject to some new rules for plan years starting after Sept. 23, 2010, including no lifetime limits, no “restricted” annual limits (e.g., annual dollar-amount limits on coverage below standards to be set in future regulations), no pre-existing condition-exclusion requirements, and the requirement to cover adult children until they reach age 26.
‘Routine’ Changes Permitted
The grandfather rule clarifies that plans will lose their grandfather status if they choose to cut benefits or increase out-of-pocket spending for consumers significantly. Grandfathered health plans will be able to make routine changes to their policies and maintain their status. These routine changes include:
‘Significant’ Changes Could Threaten Exemption
Plans will lose their grandfathered status, however, if they choose to make significant changes that reduce benefits or increase costs to employees. Details about what routine changes insurers and employers can make without losing their grandfathered status, and the projected impact on large and small employer plans, can be found in the HHS fact sheet.
A health insurance plan can lose its grandfathered status if it eliminates all benefits for a particular condition or if it increases deductibles or co-payments by more than the rate of medical inflation plus 15 percentage points, according to the HHS.
Allowable percent change in co-payments from 2010
Medical inflation* (4%) + 15% = 19%
Medical inflation* (4% x 3 years = 12%) + 15% = 27%
Deductibles or co-payments can increase 15 percentage points above medical inflation over time
* Assumes annual medical inflation at 4%.
Source: U.S. Department of Health and Human Services
The HHS fact sheet provides further details on these and other restrictions under the interim final rules. According to the fact sheet, compared to policies in effect on March 23, 2010, grandfathered plans:
Notification and Other Requirements
In addition, the interim final rules provide for:
Good Faith Compliance
Recognizing that group health plans may have made design changes since the grandfather date, the preamble to the interim final rules states that changes made in good faith compliance with the health care reform grandfathering requirements prior to the date of the interim final rules release may be disregarded by regulators for enforcement purposes if the changes only modestly exceed the permitted changes described above.
Next Steps for Plan Sponsors
alert from law firm McDermott Will & Emery LLP advises employers to review their current benefit plan offerings to determine whether the benefits of maintaining grandfathered health plan coverage outweighs the restrictions on plan design and cost-sharing changes imposed by the interim final rules. Employers who decide to retain the grandfathered status of their group health plan should carefully document the plan or policy terms in effect on the grandfather date and include the model grandfather statement in plan materials distributed to participants and beneficiaries.
Employer sponsors of insured group health plans should be aware that their insurance carriers may not continue to offer certain products as grandfathered health plan coverage because of the need to separately track and administer grandfathered policies and non-grandfathered policies.
Bill Leonard is senior writer for SHRM and Stephen Miller is an online editor/manager for SHRM.
Amendment Lets Employers Switch Carriers, Stay 'Grandfathered,' SHRM Online Benefits Discipline, November 2010
Switching Insurers Doesn’t Doom Grandfather Status,
SHRM Online Legal Issues, November 2010
New FAQs on Health Care Reform Released,
SHRM Online Legal Issues, September 2010
Nine Out of 10 Big Companies Anticipate Losing Grandfather Status, SHRM Online Benefits Discipline, August 2010
SHRM Seeks Changes to Grandfathered Status Rule,
SHRM Online Legal Issues, August 2010
Grandfathered Status Rule’s Impact on Group Health Care Weighed,
SHRM Online Legal Issues, June 2010
Special 'Grandfathered' Rules for Insured Collectively Bargained Plans,
SHRM Online Benefits Discipline, June 2010
Plans Spared Some Reform Mandates,
SHRM Online Benefits Discipline, April 2010
SHRM Online Benefits Discipline
SHRM Online Health Care Reform web page
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Please sign in as a SHRM member before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
SHRM Annual Conference & Exposition
SHRM’s HR Vendor Directory contains over 10,000 companies