Industry Insights Curated Just For You

A Medicare Secondary Payer (MSP) recovery notice lands in your compliance officer’s inbox. Medicare has been paying claims that your group health plan may have been responsible for paying first, the problem has been going on for three years, and the potential repayment amount is substantial.

Documentation lives in the shadows of benefits administration. It’s the work nobody celebrates, the file you’re convinced you’ll never need, and the thing you wish you had when a problem finally surfaces.

When an employee with a younger spouse on the employer plan decides to move to Medicare and drops their employer coverage, the spouse is suddenly thrown into a situation they probably haven't thought much about. They go from being automatically covered through their spouse's employer to having to find health insurance on their own.

Medicare insurance coverage helps pay for hospital, medical, and preventive care, but it doesn't cover every healthcare expense, making it important to understand your benefits. 

You’ve been helping an employee who's turning 65 sort through Medicare. So far, everything is going according to plan: Medicare enrollment, employer coverage, maybe COBRA. Then they casually mention, "Oh, and my spouse is 58 and covered under my plan."

If you have employer health insurance when you become eligible for Medicare, you may not need to enroll right away. The right choice depends on your employer size, coverage type, and Medicare eligibility rules.

The 8-month Special Enrollment Period that Medicare allows doesn’t run from the moment COBRA starts. It runs from the moment the person loses active employment status.

Your employee headcount isn't just an HR number—it's a Medicare compliance trigger. If you've grown past a key threshold and haven't updated your MSP classification, your plan could be paying claims in the wrong order right now.

Medicare late enrollment penalties are permanent premium increases that may apply when eligible individuals delay Medicare enrollment without qualifying coverage.

Employer Medicare mistakes cost time, money, and trust. Learn the five most common compliance errors Ohio employers make with Medicare coordination and how to avoid them

Coordination of benefits determines whether your employer plan or Medicare pays first. Learn how COB works, common mistakes, and what Ohio Medicare employers need to know.

The Part B late enrollment penalty doesn't warn you before it applies. It just shows up in an employee's premium—permanently. Here's what HR needs to know before someone turns 65.

The moment an employee enrolls in Medicare Part A, their HSA eligibility ends. Most employers don't find out until a tax deadline or audit question makes it unavoidable.

Learn what happens when Medicare should have been primary and how HR teams can fix MSP mistakes before CMS recovers.

Learn how the 20-employee MSP rule works, how to calculate your headcount correctly, and what happens when employers get it wrong.

I'm still working. Do I actually need Medicare?" It sounds like a yes-or-no question. It almost never is.

When an employee turns 65, Medicare becomes available to them. What happens next is rarely as straightforward as either the employee or the employer expects — and the cost of assuming otherwise tends to show up later.