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# Flyte HCM

## Sitemaps
[XML Sitemap](https://flytehcm.com/sitemap_index.xml): Includes all crawlable and indexable pages.

## Posts
- [ICHRA Is Scaling: What the 2026 HRA Council Data Report Tells Us](https://flytehcm.com/hra-council-2026-data-report/): ICHRA is scaling and 2026 HRA Council Data Report shows the market has reached another major milestone.
- [FSA Grace Period vs. Carryover: Which Option Is Better for Employers?](https://flytehcm.com/fsa-grace-period-vs-carryover/): Flexible Spending Accounts (FSAs) remain one of the most popular tax-advantaged benefits employers can offer. FSAs allow employees to pay for eligible healthcare expenses with pre-tax dollars, reducing payroll taxes for both employees and employers while helping participants manage healthcare costs more effectively.
- [Choosing an FSA, HSA or HRA: Differences and How They Work Together](https://flytehcm.com/choosing-an-fsa-hsa-or-hra/): Choosing an FSA HSA or HRA is vital for navigating modern healthcare expenses.
- [PCORI Fees: What Employers Need to Know](https://flytehcm.com/pcori-fees/): If you're an employer with a self-insured health plan, there’s a good chance you've encountered PCORI fees. But for many, this requirement flies completely under the radar. If you’ve never heard of PCORI, or have and still have more questions than answers, you’re not alone.
- [PCORI Fees: A Step-By-Step Guide](https://flytehcm.com/pcori-fees-guide/): Once set to expire in 2019, the Patient-Centered Outcomes Research Institute (PCORI) fee was renewed for the next 10 years. This fee, paid every year by July 31 until 2029, is sent to the Internal Revenue Service to fund the Patient-Centered Outcomes Research Institute, an independent nonprofit that develops research to guide patients and caregivers when making healthcare decisions.
- [Benefits Renewal Season – 8 Tips for Success in 2027](https://flytehcm.com/benefits-renewal-season/): Getting a head start is especially important if you're considering new, flexible options, such as an Individual Coverage HRA (ICHRA) or a Qualified Small Employer HRA (QSEHRA), or adding new benefits like Flexible Spending Accounts (FSAs), Health Savings Accounts (HSAs), or a Cafeteria Plan. These require extra time for compliance, payroll coordination, and employee education. Starting early ensures a smooth, successful benefits renewal for everyone.
- [FSA and HSA Mid-Year Checkup](https://flytehcm.com/fsa-and-hsa-checkup/): As we near the end of spring, now is the ideal time to conduct a mid-year health account checkup on your FSA and HSA. This proactive step can lead to better financial health and help you plan for future calendar-year expenses. By doing so, you can maximize your tax savings, prepare for unexpected healthcare costs, and end 2026 in a better place financially.
- [Defined Contribution Benefits: A Strategy That’s Been Hiding in Plain Sight](https://flytehcm.com/defined-contribution-benefits/): For years, employer-sponsored health benefits have followed a familiar structure. Employers select a plan, absorb much of the cost, and offer it to employees as part of a broader compensation package. It is a model that has worked for decades, but it is also one that has steadily become more difficult to sustain.
- [Employer-Sponsored HSA: The Ultimate Financial Power Move](https://flytehcm.com/employer-sponsored-hsa/): On the surface, a Health Savings Account (HSA) looks like just another tax-advantaged savings bucket. Technically, any individual with a qualifying High-Deductible Health Plan (HDHP) can walk into a bank and open one. However, when an employer-sponsored HSA is added or integrated into their benefits package, the account becomes something much more powerful. It shifts from a simple side-savings vehicle into a high-octane financial tool that benefits both the company’s bottom line and the employee’s long-term wealth.
- [Navigating Your Healthcare Transition: The Power of COBRA Qualifying Events](https://flytehcm.com/the-power-of-cobra-qualifying-events/): However, this protection isn't automatic—it is triggered by specific legal milestones known as COBRA qualifying events. Understanding these triggers is the first step in ensuring you and your family don't face a gap in medical care.
- [Top 3 Reasons Small Employers are Turning to QSEHRA](https://flytehcm.com/top-three-reasons-qsehra/): Small employers want to offer meaningful health benefits, but traditional group health insurance often feels out of reach. Rising premiums, participation requirements, and unpredictable renewals make it challenging to strike a balance between cost and value.
- [Navigating the Complexities of ACA Compliance: A Comprehensive Guide](https://flytehcm.com/aca-compliance-guide/): As fall approaches, now is the best time to prepare your business for ACA compliance including determining your obligations, conducting a mid-year compliance check, preparing for year-end reporting, and engaging an expert in ACA compliance. This comprehensive guide will walk you through these important steps.
- [Defined Contribution Benefits Matter Now More Than Ever](https://flytehcm.com/defined-contribution-benefits-matter/): A defined contribution benefit is a modern, strategic solution where the employer sets a fixed, predictable dollar allowance—not a specific insurance plan—that employees can use toward qualified health expenses through tax-advantaged accounts like HSAs, FSAs, or Traditional HRAs and/or Modern HRAs such as ICHRA or QSEHRA.
- [Interesting Ineligible Expenses](https://flytehcm.com/interesting-ineligible-expenses/): We see all kinds of interesting ineligible expenses your FSA, HSA, or HRA won’t cover. It can be confusing because something might seem obviously eligible, but how do we know for sure?  This article highlights some of the most surprising ineligible expenses, explains why they’re not covered, and offers practical tips to keep your plan compliant and your employees informed.
- [Maximize Your HDHP by Integrating it with an HRA](https://flytehcm.com/maximize-hdhp-integrate-hra/): The cost of health insurance is a relentless challenge for employers of all sizes. Annual premium increases are pushing more businesses toward a High-Deductible Health Plan (HDHP) to manage costs. While HDHPs offer immediate relief through lower premiums, they often shift significant financial responsibility to employees, leaving many vulnerable to large out-of-pocket expenses before their coverage truly begins.
- [Benefits Should Feel Personal](https://flytehcm.com/benefits-should-feel-personal/): At Flyte HCM, every plan, platform, and process we build begins with one belief: benefits should feel personal. Behind every reimbursement, contribution, and compliance report is a team that sees the people connected to it. Employers who want to care for their teams. Brokers and trusted advisors who guide their clients with integrity. Employees who are trying to make smart, informed choices for themselves and their families.
- [2026 HSA Updates: Contribution Limits, Eligibility, and Opportunities](https://flytehcm.com/2026-hsa-updates-contribution-limits-rules-and-opportunities/): With HSA changes in 2026, employers and brokers can prepare for higher contribution limits and expanded eligibility. Health Savings Accounts (HSAs) continue to be one of the most popular and effective ways for employees to save for healthcare expenses while also lowering taxable income. For employers, offering HSAs as part of a benefits package adds long-term value without increasing renewal costs. With 2026 right around the corner, both the IRS and new legislation have made changes that expand HSA opportunities and increase savings potential.
- [Understanding Non-Discrimination Testing for Employee Benefits](https://flytehcm.com/non-discrimination-testing/): Employee benefits are one of the strongest tools employers have to attract and retain top talent. But to maintain their tax-advantaged status and to keep plans fair for everyone, those benefits need to pass non-discrimination testing.
- [How Employee Benefits Brokers Are Building the Next Generation of Benefits](https://flytehcm.com/employee-benefits-brokers-build-benefits/): For many employee benefits brokers, the most important conversations of the year happen at renewal time. It’s when rate increases land on your client’s desk. It’s when coverage changes cause frustration. And it’s when employers start asking, “Isn’t there a better way to do this?”
- [It’s 10pm! Do you Know Where Your ERISA Documents Are?](https://flytehcm.com/erisa-documents/): In the world of employee benefits, Section 125 pre-tax plans, Health Reimbursement Arrangements (HRAs), and Flexible Spending Accounts (FSAs) are the unsung heroes. They provide powerful tax advantages for both employers and employees, making healthcare and dependent care expenses significantly more affordable. But these plans don’t run on autopilot. They come with a non-negotiable requirement: proper ERISA documents. Failing to maintain compliant, up-to-date plan documentation for these plans isn’t just a minor oversight, it can lead to penalties, audits, and a complete loss of tax savings.
- [HRA Council: 2025 Data Report](https://flytehcm.com/hra-council-2025-data-report/): This year’s HRA Council 2025 Data Report highlights the strong momentum behind HRAs as employers search for more flexible and cost-effective ways to offer healthcare benefits. The findings are based on extensive, anonymized data from HRA Council members across all 50 states and the District of Columbia.
- [Labor Law Compliance: Don’t Let Posters be a Blind Spot](https://flytehcm.com/labor-law-compliance/): Labor law compliance posters act as a central reference point, simplifying complex legal jargon into easily digestible information. This benefits everyone:
- [High-Deductible Health Plan and HRA – A Perfect Pair](https://flytehcm.com/high-deductible-health-plan-hra/): With rising premiums and continued economic pressure, many employers are rethinking their approach to employee health benefits. For those wanting to cut costs without cutting value, there is a proven strategy worth considering: Offer a high-deductible health plan (HDHP) alongside a Health Reimbursement Arrangement (HRA).
- [QSEHRA Plan – The Smart Choice for Small Employers](https://flytehcm.com/qsehra-plan-for-small-employers/): As more employers look for creative ways to provide meaningful health benefits without the complexity or cost of traditional group insurance, the Qualified Small Employer Health Reimbursement Arrangement, or QSEHRA plan, is getting renewed attention—and for good reason.
- [ICHRA Reimbursement – 3 Strategies You Should Know](https://flytehcm.com/ichra-reimbursement/): Understanding the financial impact of different ICHRA reimbursement strategies is essential. Below is an example of how an employer’s budget may differ based on strategy selection:
- [What’s the Difference Between FSA and HSA?](https://flytehcm.com/fsa-and-hsa-the-differences/): Trying to manage healthcare expenses can feel like a maze—especially with all the different tax-advantaged accounts available. FSA and HSA each offer unique ways to save on medical costs, but knowing which one is right for you can make a big difference. Whether you're looking for a way to cover immediate expenses, save for future healthcare needs, or maximize employer benefits, it’s important to understand the difference between FSA and HSA. Let’s break them down in a way that’s simple, clear, and easy to apply to your own situation.
- [Navigating COBRA Continuation Coverage: What Employers and Brokers Need to Know](https://flytehcm.com/cobra-continuation-coverage/): When employees leave a company or experience a change in eligibility, COBRA continuation coverage ensures they have the option to maintain their health insurance benefits. However, the complexity of COBRA plans, compliance requirements, and timelines make it challenging for employers to manage on their own. Whether you're a broker advising clients or an employer trying to stay compliant, understanding the basics of COBRA is essential.
- [Dependent Care FSAs — Support for Work-Life Balance](https://flytehcm.com/dependent-care-fsa-for-work-life-balance/): Asking your employees to return to the office full time can be a difficult decision for many businesses, which is why offering your employees the very best benefits, such as a Dependent Care FSA (DCFSA), can become your company’s differentiator.
- [QSEHRA W2 Reporting: What Employers Need to Know for Year End](https://flytehcm.com/qsehra-w2-reporting/): It’s time for small employers offering a Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) to prepare for year-end reporting. QSEHRA W2 reporting helps the IRS verify compliance with QSEHRA guidelines, and this reminder outlines everything you need to ensure compliance, avoid errors, and stay informed.
- [The Best Employer Benefits Come in Pairs](https://flytehcm.com/best-employer-benefits-pairs/): A benefits package is a crucial factor for employees when considering a job offer. As a business owner, you’re charged with providing employer benefits that can attract and retain top talent. Take a look at your current benefits plan. Are you providing the most advantageous healthcare options? Have you explored other ways to maximize the value of your employee benefits?
- [Making the Most of Benefits Renewal Season](https://flytehcm.com/benefits-renewal-season-2024/): As benefits renewal season rolls in, companies across the country are evaluating how best to support their employees. It’s the time of year to build a benefits package that does more than just meet the basics—it can provide tax savings, extra perks, and a better experience for employees and employers alike.
- [3 ICHRA Trends: How Employers Maximize Benefits](https://flytehcm.com/three-ichra-trends-2024/): The Individual Coverage Health Reimbursement Arrangement (ICHRA) has grown tremendously since its introduction in 2020 due to rising healthcare costs. Initially embraced by small businesses and early adopters, ICHRA has now gained traction among larger employers as well.
- [HRA Eligible Expenses: Rules for Employers and Employees](https://flytehcm.com/hra-eligible-expenses-rules/): A Health Reimbursement Arrangement (HRA) is a great benefit provided by employers to help cover an employee’s qualified healthcare expenses such as premiums and other HRA eligible expenses. This type of plan allows employees to cover out-of-pocket healthcare costs while offering flexibility to employers in designing their benefit programs according to their budget. But unlike Health Savings Accounts (HSAs) or Flexible Spending Accounts (FSAs), only employers can contribute to HRAs by setting aside funds and determining the HRA eligible expenses according to IRS guidelines.
- [Weighing Your Healthcare Options – An HRA Guide](https://flytehcm.com/healthcare-options-hra-guide/): Transitioning from traditional group health insurance to a Health Reimbursement Arrangement (HRA) such as an Individual Coverage Health Reimbursement Arrangement (ICHRA), or a Qualified Small Employer HRA (QSEHRA) can be challenging, especially during the first year.
- [Dependent Care Accounts: A Comprehensive Guide](https://flytehcm.com/dependent-care-accounts-guide/): Juggling work and family responsibilities can be a daunting task for most employees who are parents or caregivers. The financial burden of childcare or elder care can significantly impact quality of life. Fortunately, Dependent Care Accounts (DCAs) offer a tax-advantaged solution to help offset these costs.
- [Traditional HRA: Is it Still a Thing?](https://flytehcm.com/traditional-hra-still-a-thing/): Back in the 1960s, when healthcare plan deductibles and exclusions became commonplace, employers started reimbursing employees for medical expenses not covered by traditional healthcare plans. In 2002, the IRS formally recognized this practice as a Health Reimbursement Arrangement or HRA and allowed employers to reimburse employees tax-free for certain expenses.
- [How Does a QSEHRA Work?](https://flytehcm.com/how-does-a-qsehra-work/): Qualified Small Employer Health Reimbursement Arrangements (QSEHRA) offer a valuable healthcare solution for small businesses. Not only do they provide employees with the freedom to select their own healthcare, but they also offer tax advantages to both employees and employers.
- [ICHRA Plans Experience Staggering Growth](https://flytehcm.com/ichra-plans-experiencing-growth/): The Council’s third data report, 2024 Growth Trends in ICHRA & QSEHRA, shows a significant increase in large employers moving to ICHRA plans since 2023. In addition, small businesses offering benefits for the first time have increased their adoption of ICHRA plans by 84%.
- [LSAs: Helping Your Employees Pursue a Healthy Lifestyle](https://flytehcm.com/lsas-helping-employees-pursue-healthy-lifestyle/): Lifestyle Spending Accounts, or LSAs, are quickly becoming a popular way for employers to offer reimbursements to employees for certain health and wellness expenses. Once an employer sets up an LSA for an employee, the employee can then spend these funds (according to the plan’s guidelines) on non-medical items and services not normally covered by a traditional benefits plan. Some expenses that can be covered in a LSA are gym memberships, yoga classes, identity theft, pets, remote work tools and resources, and personal development classes.
- [When Companies Renew Health Insurance – 8 Tips for Success](https://flytehcm.com/renew-health-insurance/): The time to think about renewing health insurance plans for 2024 is fast approaching! With most health plans renewing on January 1st, it’s important to start preparing for your company’s plan renewal or to find alternative options if the price of renewal comes in too high.
- [HRA Council: 2023 HRA Data Report](https://flytehcm.com/hra-council-2023-hra-data-report/): In its 2nd year of reporting, the HRA Council’s 2023 HRA Data Report sheds light on an emerging solution that is revolutionizing the way employers offer healthcare benefits.  Qualified Small Employer HRAs (QSEHRAs) and Individual Coverage HRAs (ICHRAs), have experienced a remarkable surge in popularity from 2022 to 2023.  ICHRA offerings tripled in 2023 while QSEHRA offerings as a health benefit more than doubled between 2022 and 2023, highlighting the increasing prevalence of HRAs in employee benefit packages.
- [2023 HRA Council Report: ICHRA and QSEHRA Adoption Is On The Rise](https://flytehcm.com/2023-hra-council-report-ichra-and-qsehra-adoption-is-on-the-rise/): The HRA Council has released its highly anticipated 2023 data report on the state of Health Reimbursement Arrangements (HRAs), featuring insights into Qualified Small Employer HRAs (QSEHRAs) and Individual Coverage HRAs (ICHRAs). The report reveals significant growth in both ICHRAs and QSEHRAs between 2022 and 2023, with a notable increase in the number of American workers benefiting from these tax-advantaged accounts.
- [Minnesota Labor Law](https://flytehcm.com/minnesota-labor-laws/): As the midyear approaches, it is crucial for employers in Minnesota to stay informed about the latest labor laws that will come into effect. This update highlights key changes to the state's labor laws, specifically focusing on pregnancy and lactation protections, sick and safe leave, and local minimum wages. Employers must adapt to these new regulations to ensure compliance and maintain a fair and safe working environment. In this article, we will explore the recent legislative amendments and provide guidance for employers to navigate these changes effectively.
- [The Rising Cost of Healthcare and How ICHRA Combats the Barriers](https://flytehcm.com/rising-cost-of-healthcare/): The economic challenges faced by employees and employers in America today, such as recessionary pressures, and increasing inflation, have led to significant concerns at home and in the workplace. Surveys and polls have revealed that despite employee demand for more benefits, employers are cutting back. The primary reason for this trend is the rising cost of healthcare, which has become unsustainable for both employers and employees. As a result, employers are exploring alternative benefit options such as Individual Coverage Health Reimbursement Arrangements (ICHRA) and Qualified Small Employer Health Reimbursement Arrangements (QSEHRA) to mitigate theses rising costs of healthcare and barriers to traditional group coverage.
- [Labor Poster Update Requirement](https://flytehcm.com/labor-poster-update/): Flyte's automated Labor Law Posters will keep your business up-to-date and compliant! As soon as the laws or regulations change on the State or the Federal Level, a new poster will be sent, and/or an email will arrive alerting you of the update.
- [Health FSA and the IRS Substantiation Requirements](https://flytehcm.com/health-fsa-irs/): On March 29, 2023, the IRS released Memorandum #202317020, which highlights the need to comply with Health FSA reimbursement requirements when substantiating medical and dependent care expenses. In this discussion, we'll explore the consequences of not following the IRS substantiation requirements correctly under a Health FSA provided in a Section 125 Cafeteria Plan.
- [ICHRA and Section 125 Plans = Greater Tax Savings](https://flytehcm.com/section-125/): Offering employee benefits and more importantly, flexible benefits can be costly. One very affordable solution for employers that offers flexibility in employees choosing their own insurance policies and a menu of benefits is combining a Section 125 Cafeteria Plan with an Individual Coverage Health Reimbursement Arrangement (ICHRA).
- [The End of COVID-19 National Emergencies: What it Means for COBRA, FSA, and Telehealth](https://flytehcm.com/the-end-of-covid-19-national-emergencies-what-it-means-for-cobra-fsa-and-telehealth/): President Biden has informed Congress that he plans to end the COVID-19  national emergencies on May 11, 2023. While this is a promising sign of progress, it also means that the temporary extensions introduced during the pandemic will expire. This includes COBRA coverage, FSA and HRA run-out periods, and telehealth coverage.
- [Common HR Compliance Risks for Start-Ups](https://flytehcm.com/common-hr-compliance-risks-for-start-ups/): Often, start-up companies prefer the freedom to focus limited time and resources on their industry specific objectives rather than on becoming subject matter experts on human resource management and compliance. However, it’s imperative across all industries to address these common HR compliance risks for start-ups by establishing an expert human resource team highly proficient in developing key performance indicators (KPIs), personnel systems, policies, and standard operating procedures designed to promote recruitment and retention while mitigating against risk of compliance penalties associated with a litany of labor laws and the ACA.
- [Staying Up-to-Date with DOL Poster Requirements](https://flytehcm.com/stay-up-to-date-with-department-of-labor-poster-requirements/): With today's workforce it is imperative that employers stay up-to-date with Department of Labor Poster Requirements as well as the various regulations imposed by each State, City and/or local and other governing agencies. Staying up-to-date with all DOL Poster Requirements requires employers to communicate with employees, applicable labor laws, rights, and related processes. A primary means of communicating these laws to the general business community is through labor law compliance posters. Labor Posters are not only a useful reference guide for both employers and employees in the workplace, but they provide information that is required under the law to be displayed so employees have full access to the information. 
- [Individual Coverage HRA (ICHRA): A New Strategic Benefit](https://flytehcm.com/ichra-is-a-new-strategic-benefit-for-employers/): Due to the growing demand for flexible, personalized employee benefits, ICHRA stands out as s strategic benefit that can greatly enhance human capital incentives for companies across all industries. When employers choose to offer ICHRA, they also pay less in premiums by not having to buy into a group plan resulting in significant savings. Flyte builds ICHRA plan options that attract and retain quality human capital by allowing employees to decide which coverage is most relevant in their lives.
- [Employer Mandate: Making Part A Compliance Affordable](https://flytehcm.com/why-mec/): For large employers, MEC provides an affordable solution to a potential business crippling dilemma, the Affordable Care Act’s Employer Mandate. A significant barrier for many employers is access to affordable medical policies they need in order to meet these requirements, but Flyte HCM is making Part A compliance affordable.
- [HRAs are leading the charge in benefits](https://flytehcm.com/hras-are-leading-the-charge-in-benefits/): According to HRA industry experts, HRA’s are leading the charge as the health insurance benefits game changer!  ICHRA and QSEHRAs are a winner in the biggest areas:   Budget and Choice!  This momentum has been brought about by slim pickings in the labor market, inflation, group rate increases doubling, and health insurance, in general, being too expensive for Business Owners large and small to sustain.
- [LSAs and their place in employee benefits](https://flytehcm.com/lsas-and-their-place-in-employee-benefits/): In this highly competitive employment market, employees want and need more than wages and the traditional benefits employers currently offer. They would like support in other key areas of their lives to combat the challenges they face. Most haven’t heard about Lifestyle Spending Accounts (LSAs) which started gaining popularity in the past few years. LSA’s are a new benefit with an age-old concept at its foundation. Employers offer reimbursement for their employee’s out-of-pocket expenses such as gym memberships, home office supplies, and counseling to name a few.
- [Hurray for HSA Day](https://flytehcm.com/lets-get-ready-for-hsa-day/): One of the most common questions we help our clients with is how to manage another increase in healthcare. This year is especially important because fluctuations in the economy and labor markets have put a spotlight on overall cost management. Many employers and their staff shout "Hurray for HSA Day" after only their first year with an HSA. They are that important to those with high health insurance costs.
- [Is outsourcing COBRA and state continuation wise?](https://flytehcm.com/is-outsourcing-cobra-and-state-continuation-wise/): COBRA and state continuation laws remain in place as a requirement for any employer offering group benefits. These laws create a risk to employers who are out of compliance, so special care and attention must be used to maintain healthy administrative practices. For example, one common reason employers outsource COBRA administration is due to financial loss as a result of COBRA billing errors with their carrier. Did you know most employers aren't aware of the need to reconcile their insurance premium on a monthly basis? Thousands of dollars in business revenue are left on the table each month.
- [Quiz: Flyte FSA Quiz](https://flytehcm.com/flyte-fsa-quiz/): Do you have a Flexible Spending Account? FSAs are financial accounts that allow you to set-aside a portion of earnings to pay for qualified medical and dependent care expenses, tax-free. Are you getting the most out of your Flex account? See how much you already know – take the quiz!
- [Good to Know: HSAs and FSAs in 2022](https://flytehcm.com/good-to-know-hsas-and-fsas-in-2022/): Here are some good-to-know tidbits for Health Savings Accounts and Flexible Spending Accounts in 2022.
- [Removing the Complexity and Confusion from HR Compliance](https://flytehcm.com/removing-the-complexity-from-hr-compliance/): Running a business comes with no shortage of perks: the freedom to be your own boss, invest in an idea, steer its trajectory, and, with a little luck, create wealth. It has its challenges, too. Competition may be fierce. Demand for what you offer may be low. Costs may not be sustainable. But even if everything else is going your way, there’s one challenge that’s ever-present. We’re talking, of course, about HR compliance.
- [Unpacking ARPA, EPSL and EFMLA Extensions and New COBRA Subsidies](https://flytehcm.com/unpacking-arpa-extensions-and-the-new-cobra-subsidies/): The American Rescue Plan Act (ARPA), which is the latest bill to address the ongoing economic impacts of COVID-19, has been signed into law. Most aspects of the law do not directly affect the HR function, but those that do—optional extension of sick and family leave and establishment of COBRA subsidies—are outlined below.
- [Navigating Remote Workforce Compliance](https://flytehcm.com/navigating-remote-workforce-compliance-in-2021/): According to Gallup, navigating remote workforce compliance has become a key focus for employers across the country. The number of days employees are working remotely has doubled during the pandemic. Some companies are even considering making a remote work arrangement permanent. While there are no laws that exclusively apply to remote workplaces, remote work does come with additional compliance risks.
- [ARPA COBRA Subsidies – Member FAQs](https://flytehcm.com/arpa-cobra-subsidies-member-faqs/): The American Rescue Plan Act of 2021 (ARPA), a $1.9 trillion economic stimulus package intended to speed up the U.S. recovery from the COVID-19 pandemic, was signed into law on March 11, 2021.
- [ARPA COBRA Subsidies – Employer FAQs](https://flytehcm.com/arpa-cobra-subsidies-employer-faqs/): The American Rescue Plan Act of 2021 (ARPA) was signed into law on March 11, 2021.  ARPA is a $1.9 trillion economic stimulus package intended to speed up the U.S. recovery from the COVID-19 pandemic.  Included in ARPA is a government subsidy of 100% of COBRA premiums for Assistance Eligible Individuals (AEIs) - individuals and families who lost coverage because of involuntary termination or reduction in hours.  The subsidy applies for up to six months of coverage from April 2021 through September 2021 - unless the individual's maximum COBRA period expires earlier.
- [COBRA Compliance in 2021: What You Need to Know](https://flytehcm.com/cobra-compliance-in-2021-what-you-need-to-know/): When do we need to send COBRA notifications?  Notifications are a crucial requirement when it comes to ensuring COBRA compliance as an employer. This begins when a new employee is onboarded into a group plan, and they receive the initial notification of their COBRA rights. Then, when there is a qualifying event, there are COBRA eligibility and enrollment forms that need to be delivered, as well as information on the duration of coverage and payment terms. As premiums are being collected during a previous employee's COBRA enrollment, there are notifications that apply. And finally, when COBRA coverage ends, whether this is before or after the expected coverage duration, another series of notifications are sent. Communication is vital for delivering COBRA and ensuring compliance – and it has become more complex as we've navigated the pandemic and changing laws and regulations.
- [Federal Law Alert: OSHA Form 300A Must be Posted by February 1](https://flytehcm.com/federal-law-alert-osha-form-300a-must-be-posted-by-february-1/): The Occupational Safety and Health Administration (OSHA) mandates that all employers who are required to maintain the OSHA 300 Log of Work-Related Injuries and Illnesses post a summary of the previous calendar year’s log between February 1 and April 30 of each year, even if no incidents occurred in the preceding calendar year. The summary (OSHA Form 300A) must be certified by a company executive and posted in a conspicuous location where notices to employees are customarily posted.
- [Help Employees Communicate More Effectively](https://flytehcm.com/hr-snapshot-how-to-help-employees-communicate-more-effectively/): In an ideal world, communication would be easy. We’d immediately know exactly what to say or write. Emails, Slack messages, and reply threads would practically write themselves. And there’d be no confusion about what anyone meant, ever.
- [HR Snapshot: IRS issues standard mileage rates for 2021](https://flytehcm.com/hr-snapshot-irs-issues-standard-mileage-rates-for-2021/): On December 22, 2020, the Internal Revenue Service issued the 2021 optional standard mileage rates used to calculate the deductible costs of operating an automobile for business, charitable, medical, or moving purposes.
- [HR Snapshot: Compliance Requirements for a Remote Workforce](https://flytehcm.com/hr-snapshot-compliance-requirements-for-a-remote-workforce/): According to Gallup, the number of days employees are working remotely has doubled during the pandemic. Some companies are even considering making a remote work arrangement permanent. While there are no laws that exclusively apply to remote workplaces, remote work does come with additional compliance risks. Below is our general guidance for employers:
- [HR Snapshot: What are some typical examples of employee discipline?](https://flytehcm.com/hr-snapshot-what-are-some-typical-examples-of-employee-discipline/): What are some typical examples of employee discipline? Are there any you recommend?
- [HR Snapshot: Can we pay a temporary employee as an independent contractor](https://flytehcm.com/can-we-pay-a-temporary-employee-as-an-independent-contractor/): From Client: We’ve hired someone to help out with some end-of-year tasks, and they’ll be leaving shortly after the new year. Can we pay them as an independent contractor since the duration of their employment will be only a handful of days? We will be controlling the work.
- [COVID Relief Update: Tax Credits for Paid Leave Extended](https://flytehcm.com/covid-relief-update-tax-credits-for-paid-leave-extended/): A $900 billion coronavirus relief bill is now law and provides answers on whether federal Emergency Paid Sick Leave (EPSL) and Emergency Family and Medical Leave (EFMLA) will be extended.
- [HR Snapshot: Sending Employees Home with COVID Symptoms](https://flytehcm.com/sending-employees-home-with-covid-symptoms/): An employee of ours had a brief coughing fit today, but she says she just had something caught in her throat. As far as we’ve seen, she hasn’t experienced any symptoms associated with COVID-19 other than this one time. Do we need to send her home just in case?
- [HR Snapshot: Voting Leave Compliance](https://flytehcm.com/hr-snapshot-voting-leave-compliance/): Many employers are unaware of state voting leave laws, which we anticipate will be heavily relied upon this year given the challenges presented by the pandemic. Most states require that employers provide at least a few hours off to vote, and many of those require that at least some of that time off be paid. The advance notice that may be required from employees is often minimal, so employers should be prepared to grant last-minute requests to vote.
- [HR Snapshot: What if an employee refuses to sign the handbook?](https://flytehcm.com/hr-snapshot-what-if-an-employee-refuses-to-sign-the-handbook/): Question from a client:
- [HR Snapshot: Leave Requests under FFCRA](https://flytehcm.com/hr-snapshot-leave-requests-under-ffcra/): Question from a client:
- [HR Snapshot: Investigating Safety Violations](https://flytehcm.com/hr-snapshot-investigating-safety-violations/): Question from a client:
- [What Makes a ICHRA Plan Successful](https://flytehcm.com/what-makes-a-ichra-plan-successful/): The ICHRA benefit option is peaking the interest of business owners and benefit professionals alike, and will continue to gain popularity as employers are looking for other options outside of traditional group insurance plan models.
- [HR Snapshot: Can we withhold an employee’s paycheck until they return company property?](https://flytehcm.com/hr-snapshot-can-we-withhold-an-employees-paycheck-until-they-return-company-property/): Question from a client:
- [Challenging times require unique benefit solutions: ICHRA](https://flytehcm.com/challenging-times-require-unique-benefit-solutions-ichra/): Employers across the nation have faced several challenges brought on by the COVID-19 pandemic, forcing new ways to run their business. But these challenges have also created a unique opportunity for employers to get creative with their employee benefits offerings.
- [How You Can Support the Mental Health of Your Employees During COVID-19](https://flytehcm.com/how-you-can-support-the-mental-health-of-your-employees-during-covid-19/): The COVID-19 pandemic has taken a toll on everyone’s mental health. People have experienced financial hardship, additional challenges with childcare and school cancellations, job loss, reduced hours, sickness, and grief. The future is uncertain, and the present is extra stressful. And to make matters worse, many of the networks and practices that people use to support their mental health are currently unavailable due to social distancing.
- [Return to Work Checklist](https://flytehcm.com/return-to-work-checklist/): Nearly two months after the first stay-at-home orders were issued to the nation due to the COVID-19 pandemic, many states are beginning to relax restrictions allowing certain businesses to open up and resulting in thousands of employees returning to the workplace. Many cities and/or states are requiring businesses to have a COVID-19 Preparedness Plan.
- [Changes for Health FSA and Dependent Care Plans](https://flytehcm.com/changes-for-health-fsa-and-dependent-care-plans/): In recent days, additional guidance and relief due to COVID-19 has been issued by the Employee Benefits Security Administration (EBSA) in Notice 2020-01 and the IRS in Notices 2020-29 and 2020-33.
- [New Expenses Now Eligible for your HSA & FSA Funds](https://flytehcm.com/new-expenses-now-eligible-for-your-hsa-fsa-funds/): When you participate in a Health Savings Account (HSA) and/or Flexible Spending Account (FSA), you’re able to contribute pre-tax funds for use on hundreds of eligible expenses. Recently, you gained even more flexibility in your ability to save when the CARES Act was signed into law.
- [HR Snapshot: Telecommuting Policies](https://flytehcm.com/hr-snapshot-telecommuting-policies/): Question from a client:
- [How the CARES Act affects Employee Benefit Plans](https://flytehcm.com/how-the-cares-act-affects-employee-benefit-plans/): The CARES Act was signed into law on Friday, March 27th 2020 as an additional piece of legislation crafted to help Americans during the COVID-19 (coronavirus) pandemic. It includes a number of provisions that affect your employee benefits plans. We’ve outlined a few of the highlights below.
- [Helpful Guidelines for Employee Benefit Plans during COVID-19](https://flytehcm.com/helpful-guidelines-for-employee-benefit-plans-during-covid-19/): We have received several questions from employers, brokers and consultants in reference to COVID-19 and the impact of actions employers are taking in regards to their workforce during this challenging time. This communication addresses plan administration guidelines specifically for Flexible Spending Accounts, Dependent Care, and Health Savings Accounts. As your administrative partner, we are hear for you and your clients to help navigate through this.
- [Required FFCRA Poster, Leaves & CARES Act](https://flytehcm.com/required-ffcra-poster-leaves-cares-act/): We encourage you to follow the IRS Coronavirus Tax Relief page and the SBA Coronavirus Loan Resources page, as well as consult with your tax professional or financial advisor. Detailed guidance on how to access these financial resources should be coming soon from those sources.
- [Federal Law Update: April 1 Effective Date for FFCRA Leaves](https://flytehcm.com/federal-law-update-april-1-effective-date-for-ffcra-leaves/): On Tuesday, March 24, the Department of Labor (DOL) announced that the effective date of the leaves available through the Families First Coronavirus Response Act (FFCRA) will be April 1, 2020.
- [Families First Coronavirus Response Act](https://flytehcm.com/families-first-coronavirus-response-act-what-we-know-so-far/): HR 6201, also known as the Families First Coronavirus Response Act, was passed by the Senate and signed into law last week.
- [HR Snapshot: COVID-19 and your workplace](https://flytehcm.com/hr-snapshot-covid-19-and-your-workplace/): The last month has been interesting, dramatic, and stressful as the country has taken small and large measures to limit the spread of COVID-19. Employers nationwide are struggling with how to deal with these changes. Below are answers to some frequently asked questions as well as links to several resources that employers may find helpful.
- [HR Snapshot: Can I make sick employees come in to work?](https://flytehcm.com/hr-snapshot-can-i-make-sick-employees-come-in-to-work/): Question from a client:
- [Workplace Procedures: Combating Infectious Diseases](https://flytehcm.com/workplace-procedures-combating-infectious-diseases/): Infectious disease outbreaks happen around the world on a regular basis. And with a mobile society that travels often, even diseases that are primarily confined to a specific area have the potential to appear anywhere. The most recent threat is the novel coronavirus that is rapidly spreading in China and has appeared in the United States.
- [New Form I-9 Released](https://flytehcm.com/new-form-i-9-released/): On January 31, 2020, the United States Citizenship and Immigration Services (USCIS) released a new Form I-9. The form is dated 10/21/2019 and should be used immediately. USCIS is allowing employers a three-month grace period, however, during which the old form (dated 07/17/2017) may be used. By May 1, 2020, only the new form should be used.
- [IRS releases new design for Form W-4 for 2020](https://flytehcm.com/irs-releases-new-design-for-form-w-4-for-2020/): The US Department of the Treasury and the IRS released a new design for Employee's Withholding Allowance Certificate, or Form W-4, for calendar year 2020. Employees complete Form W-4 so that their employers can withhold the correct amount of federal tax from each paycheck. The new format is due to confusion from employers from the 2017 tax reform legislation which decreased the individual income tax brackets and removed personal exemptions. The IRS set out to address concerns by revamping the form. While the new form uses the same underlying information as the old design, it replaces complicated worksheets and has more straightforward questions that make accurate withholding easier for employees. Here are a few important things to know about the update:
- [HR Snapshot: Employer accommodations for disabilities and undue hardships](https://flytehcm.com/hr-snapshot-employer-accommodations-for-disabilities-and-undue-hardships/): Question from a client:
- [HR Snapshot: Social media and employee complaints](https://flytehcm.com/hr-snapshot-social-media-and-employee-complaints/): Question from a client:
- [Four Ways to Show Employees That You Appreciate Them](https://flytehcm.com/four-ways-to-show-employees-that-you-appreciate-them/): Saying thanks and showing appreciation shouldn’t be limited to special occasions. Here are four ways to create a culture of appreciation in your workplace:
- [How Employers Can Address Mental Health in the Workplace](https://flytehcm.com/how-employers-can-address-mental-health-in-the-workplace/): According to the Centers for Disease Control and Prevention, more than half the people in the United States will be diagnosed with a mental illness at some point in their lives, and one in five Americans will experience a mental illness in a given year. It’s therefore not surprising that mental health has a significant impact in the workplace. In fact, according to the World Health Organization (WHO), mental health conditions like depression and anxiety cost the global economy a trillion dollars per year in lost productivity.
- [HR Snapshot: Departing employee and accusations](https://flytehcm.com/hr-snapshot-departing-employee-and-accusations/): Question from a client:
- [Employee Handbooks: the First Step to Avoiding Litigation](https://flytehcm.com/employee-handbooks-the-first-step-to-avoiding-litigation/): Why do we need an Employee Handbook?

## Pages
- [HRA Reporting Requirements – ICHRA and QSEHRA](https://flytehcm.com/hra-reporting-requirements/): ICHRA and QSEHRA are newer extensions of Health Reimbursement Arrangements that allow for employers to reimburse tax-advantaged money for various types of medical expenses. Being a tax advantage, employer-sponsored plan means employers do have reporting requirements that they have to abide by.
- [Cookie Policy](https://flytehcm.com/privacy_home/cookie-policy/): Privacy Policy
- [EULA](https://flytehcm.com/privacy_home/eula/): Privacy Policy
- [Terms of Service](https://flytehcm.com/privacy_home/terms-of-service/): Privacy Policy
- [Disclaimer](https://flytehcm.com/privacy_home/disclaimer/): Privacy Policy
- [Privacy Policy](https://flytehcm.com/privacy_home/privacy-policy/): Privacy Policy
- [5 Reasons Why HSAs Are an Employer’s Dream](https://flytehcm.com/5-reasons-why-hsas-are-an-employers-dream/): Employers are turning Health Savings Accounts (HSAs) into powerful recruiting, retention, and savings machines. Are you?
- [LSA – Lifestyle Spending Account](https://flytehcm.com/lsa-lifestyle-spending-account/): Lifestyle Spending Accounts are designed to support your employees' financial well-being while boosting your business. By offering LSAs, you're providing a valuable benefit that can enhance your employee benefits program and make a positive impact on your team's lives.
- [Flexible Spending Accounts](https://flytehcm.com/flexible-spending-accounts/): Healthcare Flexible Spending Accounts (FSA) are healthcare accounts that allow you to use tax-free money to pay for eligible medical expenses.  Setting aside money annually toward these expenses assists in lowering your taxable income through a payroll deduction.  You will have access to the full elected annual amount on day one of your plan year.
- [HRA – Health Reimbursement Arrangements](https://flytehcm.com/hra-health-reimbursement-arrangements/): Health Reimbursement Arrangements positively impact the financial health of a company by lowering premiums and allowing money to flow to where it's needed most. Employees.
- [QSEHRA](https://flytehcm.com/qsehra/): A QSEHRA plan permits employers to compensate employees with tax-free benefits plans that can be utilized to fund qualifying costs. The amount of money spent on insurance is reduced for all parties involved due to the fact that companies and their staff members are not required to pay taxes on cost repayments.
- [media](https://flytehcm.com/media/)
- [ICHRAOnboarding](https://flytehcm.com/resources/videos/ichraonboarding/): For more information on pricing and to download our ICHRA Complete Guide please click the button below.
- [resources](https://flytehcm.com/resources/)
- [Employee Benefit Administration](https://flytehcm.com/): At the heart of stable employee benefit administration is a desire for compliant plan designs. We found that compliance leads to sustainability and a stronger ability to communicate with members about their benefits. We work hard to bring simple and compliant options in all that we do.
- [ICHRA](https://flytehcm.com/ichra/): In simplest terms, ICHRA is a federal ruling which allows businesses the option to offer employees a monthly allowance of tax-free money to buy health insurance that fits their unique needs. Along with provisions for out of pocket health insurance expenses, ICHRA directly addresses ACA compliance for employers with more than 50 employees.
- [COBRA](https://flytehcm.com/cobra/): Our complete COBRA administration ensures that every detail is managed and in compliance. You have the added peace of mind with easy report access anytime, State Continuation options, and ongoing Flyte Team support.
- [MEC – Minimum Essential Coverage](https://flytehcm.com/mec-minimum-essential-coverage/): "Our firm represents several industries where the Employer Mandate threatened to put hundreds of companies out of business. We saw a tremendous opportunity to help but the traditional insurance tools at our disposal fell short. I gave up hope that we could help these companies until I got an email from Flyte HCM telling me about the MEC Advantage. Their expertise is apparent and after learning how the plan worked I started implementing it with my clients immediately. My clients are thrilled (as thrilled as they can be considering) and we have renewed with Flyte since. Their plans works great, they provide excellent compensation and best of all, their plan is ACA compliant. Thank you Flyte team!"
- [NewClients](https://flytehcm.com/newclients/): The federal government has issued a ruling allowing businesses of all sizes to offer money towards individual insurance. The ruling is called ICHRA – Individual Coverage HRA. Click here to view our ICHRA Administration product page and click here to read more about the ICHRA.
- [Health Choice Exchange](https://flytehcm.com/health-choice-exchange/): Quoting individual health insurance plans has never been easier. With the HealthChoice.App quoting tool, you'll have your own branded portal and unlimited quotes at your fingertips, anytime of day, anywhere. Bring all health plans together with one easy to use service!
- [Labor Poster Compliance](https://flytehcm.com/labor-poster/): Imagine never having to worry about labor law compliance again. With Flyte HCM's Labor Poster solutions, you can confidently keep your business up to date with all federal and state labor laws. Our services ensure you stay compliant, so you can focus on what you do best—running your business.
- [Support Center](https://flytehcm.com/support-center/): Please reach out to us using the contact information below, or you can complete the form provided and your message will go directly to our support team.
- [Connect](https://flytehcm.com/connect/): We're looking forward to meeting you! Please complete the quick form below and a Flyte HCM team member will be in touch shortly.
- [HSA – Health Savings Account](https://flytehcm.com/hsa-health-savings-account/): All HSA funds are held within FDIC insured accounts at all times.
- [MEC Brokers](https://flytehcm.com/mec-brokers/): At Flyte, we provide the most affordable compliance solution in America, period! It meets all of the MEC requirements and it’s affordable for companies trying to keep staff employed. Most important, it will protect them from fines that could close their doors. Let us show you how it works so you can share it with your clients.
- [Thank you for subscribing](https://flytehcm.com/tysubscribe/): Services
- [Documents](https://flytehcm.com/mdocuments-library/): Services
- [Client Support](https://flytehcm.com/client_support/): Manage Your Benefits and Services
- [Member Support](https://flytehcm.com/member_support/): Access Your Accounts
- [Employer Solutions](https://flytehcm.com/employer-solutions/): Simplifying Compliance, Empowering Growth: Discover how Flyte HCM's tailored solutions and dedicated support can help employers and benefit professionals navigate the complexities of the ACA, state-level reporting, and more with confidence and ease.
- [Blog](https://flytehcm.com/blog/): ICHRA is scaling and 2026 HRA Council Data Report shows the market has reached another major milestone.
- [Privacy Home](https://flytehcm.com/privacy_home/): Privacy Policy
- [Who We Are](https://flytehcm.com/who_is_flytehcm/): We are dedicated to helping insurance professionals and their clients achieve a successful and thriving benefits and HR experience. We specialize in health benefit plan design, plan administration, compliance and HR services.

## Memphis Documents Posts
- [2026 HRA Data Report](https://flytehcm.com/mdocs-posts/2026-hra-data-report/): - Stars (0)
- [Flyte PCORI Fees Downloadable](https://flytehcm.com/mdocs-posts/flyte-pcori-fees-downloadable/): - Stars (0)
- [ICHRA Q & A – Flyte HCM](https://flytehcm.com/mdocs-posts/ichra-q-a-flyte-hcm/): - Stars (0)
- [ICHRA Scenario Chart](https://flytehcm.com/mdocs-posts/ichra-scenario-chart/): - Stars (0)
- [ICHRA Service Quote Small Employer 2025](https://flytehcm.com/mdocs-posts/ichra-service-quote-small-employer-2025/): - Stars (0)
- [ICHRA Administration – Employer Guide](https://flytehcm.com/mdocs-posts/ichra-administration-employer-guide/): - Stars (0)
- [5 Reasons Why HSAs](https://flytehcm.com/mdocs-posts/5-reasons-why-hsas/): - Stars (0)
- [COBRA & Direct Billing Employer Guide](https://flytehcm.com/mdocs-posts/cobra-direct-billing-employer-guide/): - Stars (0)
- [C099 COBRA Carrier Information Form](https://flytehcm.com/mdocs-posts/c099-benefits-adminstration-cobra-carrier-information/): - Stars (0)
- [Online Claims Filing](https://flytehcm.com/mdocs-posts/online-claims-filing/): - Stars (0)
- [Flyte HCM Bank Authorization](https://flytehcm.com/mdocs-posts/flyte-hcm-bank-authorization/): - Stars (0)
- [EE HealthMgr Quickstart](https://flytehcm.com/mdocs-posts/ee-healthmgr-quickstart/): - Stars (0)
- [TPA Stream Employer Q & A](https://flytehcm.com/mdocs-posts/tpa-stream-employer-q-a/): - Stars (0)
- [TPA Stream Employer Manual](https://flytehcm.com/mdocs-posts/tpa-stream-employer-manual/): - Stars (0)
- [HRA for Business Owners Guide](https://flytehcm.com/mdocs-posts/hra-for-business-owners-guide/): - Stars (0)
- [HRA Council: 2024 Data Report](https://flytehcm.com/mdocs-posts/hra-council-2024-data-report/): - Stars (0)
- [COBRA & Direct Billing Loss of Coverage](https://flytehcm.com/mdocs-posts/cobra-direct-billing-loss-of-coverage/): - Stars (0)
- [ICHRA or QSEHRA Complete Comparison Guide](https://flytehcm.com/mdocs-posts/complete-ichra-qsehra-comparison/): - Stars (0)
- [Flyte HCM ICHRA How To and Pricing Guide](https://flytehcm.com/mdocs-posts/flyte-hcm-ichra-how-to-and-pricing-guide/): - Stars (0)
- [Employer Mandate MEC Infosheet](https://flytehcm.com/mdocs-posts/employer-mandate-mec-infosheet/): - Stars (0)
- [Form W-4 2020 Infographic](https://flytehcm.com/mdocs-posts/form-w-4-2020-infographic/): - Stars (0)
- [Flyte HCM Mobile App Brochure](https://flytehcm.com/mdocs-posts/flyte-hcm-mobile-app-brochure/): - Stars (0)
- [ER HealthMgr Quickstart Guide](https://flytehcm.com/mdocs-posts/er-healthmgr-quickstart-guide/): - Stars (0)
- [3 tier HR Services](https://flytehcm.com/mdocs-posts/3-tier-hr-services/): - Stars (0)
- [A Case for MEC](https://flytehcm.com/mdocs-posts/a-case-for-mec/): - Stars (0)
- [COBRA Service Infosheet](https://flytehcm.com/mdocs-posts/cobra-service-infosheet/): - Stars (0)
- [Flyte Benefits Mobile App Guide](https://flytehcm.com/mdocs-posts/flyte-benefits-mobile-app-guide/): - Stars (0)
- [Flyte QSEHRA Info Sheet](https://flytehcm.com/mdocs-posts/flyte-qsehra-info-sheet/): - Stars (0)
- [Healthchoice.app Info Sheet](https://flytehcm.com/mdocs-posts/healthchoice-app-info-sheet/): - Stars (0)
- [HRA Plan Comparison infographic hor](https://flytehcm.com/mdocs-posts/hra-plan-comparison-infograph-hor/): - Stars (0)
- [ICHRA Administration Timeline](https://flytehcm.com/mdocs-posts/ichra-how-to-infographic/): - Stars (0)
- [ICHRA Employee Class Quick Guide](https://flytehcm.com/mdocs-posts/ichra-employee-class-quick-guide/): - Stars (0)
- [iPOP Enrollment Form](https://flytehcm.com/mdocs-posts/ipop-enrollment-form/): - Stars (0)
- [Large Employer Group Size Calculation Worksheet](https://flytehcm.com/mdocs-posts/large-employer-group-size-calculation-worksheet/): - Stars (0)
- [MEC Claim Form](https://flytehcm.com/mdocs-posts/mec-claim-form/): - Stars (0)
- [MEC Enrollment/Waiver Form](https://flytehcm.com/mdocs-posts/mec-enrollment-waiver-form/): - Stars (0)
- [Minimum Essential Coverage Infosheet](https://flytehcm.com/mdocs-posts/minimum-essential-coverage-infosheet/): - Stars (0)
- [Most Common Handbook Errors](https://flytehcm.com/mdocs-posts/most-common-handbook-errors/): - Stars (0)
- [Overcoming Office Negativity](https://flytehcm.com/mdocs-posts/overcoming-office-negativity/): - Stars (0)
- [Flyte HCM Labor Poster Download](https://flytehcm.com/mdocs-posts/flyte-hcm-labor-poster-download/): - Stars (0)
- [The Anatomy of an HSA](https://flytehcm.com/mdocs-posts/the-anatomy-of-an-hsa/): - Stars (0)
- [Flyte HRA Info Sheet – Employer Version](https://flytehcm.com/mdocs-posts/flyte-hra-info-sheet-employer-version/): - Stars (0)
- [Flyte 213d Expense List](https://flytehcm.com/mdocs-posts/flyte-213d-expense-list/): - Stars (0)
- [Flyte LSA Infosheet](https://flytehcm.com/mdocs-posts/flyte-lsa-infosheet/): - Stars (0)
- [Monthly COBRA Pricing](https://flytehcm.com/mdocs-posts/monthly-cobra-pricing/): - Stars (0)
- [Simply COBRA Pricing Guide](https://flytehcm.com/mdocs-posts/simply-cobra-pricing-guide/): - Stars (0)
- [Section 125 Premium Only Plan](https://flytehcm.com/mdocs-posts/section-125-premium-only-plan/): - Stars (0)
- [HRAC Data Report 2023](https://flytehcm.com/mdocs-posts/hrac-data-report-2023/): - Stars (0)
- [Flyte HRAC ICHRA Report 2022](https://flytehcm.com/mdocs-posts/flyte-hrac-ichra-report-2022/): - Stars (0)
- [Flyte MEC Pricing and Setup Toolkit](https://flytehcm.com/mdocs-posts/flyte-mec-pricing-and-setup-toolkit/): - Stars (0)
- [Employers COVID-19 Return to Work Checklist](https://flytehcm.com/mdocs-posts/employers-covid-19-return-to-work-checklist/): - Stars (0)
- [ICHRA OneSheet](https://flytehcm.com/mdocs-posts/ichra-onesheet/): - Stars (0)
- [ASB MEC Enrollment Brochure](https://flytehcm.com/mdocs-posts/asb-mec-enrollment-brochure/): - Stars (0)

## FAQs
- [What are the new IRS HSA limits for 2026?](https://flytehcm.com/faq-items/what-are-the-new-irs-hsa-limits-for-2026/): The new IRS HSA limits for 2026 are $4,400 for self-only coverage, $8,750 for family coverage, plus a $1,000 catch-up contribution for individuals age 55 and older.
- [How do HSAs work with ICHRA in 2026?](https://flytehcm.com/faq-items/how-do-hsas-work-with-ichra-in-2026/): Employees using an ICHRA can choose HSA-eligible Bronze or Catastrophic Marketplace plans and contribute to an HSA for added tax savings.
- [Can Direct Primary Care be paired with an HSA?](https://flytehcm.com/faq-items/can-direct-primary-care-be-paired-with-an-hsa/): Yes. Direct Primary Care memberships are HSA-compatible in 2026 if fees stay under $150 per month for individuals or $300 for families.
- [Do Marketplace Bronze plans qualify for HSAs in 2026?](https://flytehcm.com/faq-items/do-marketplace-bronze-plans-qualify-for-hsas-in-2026/): Yes. Starting in 2026, Bronze and Catastrophic ACA Marketplace plans automatically qualify as HSA-eligible HDHPs.
- [What are the new HSA contribution limits for 2026?](https://flytehcm.com/faq-items/what-are-the-new-hsa-contribution-limits-for-2026/): In 2026, HSA limits are $4,400 for self-only coverage, $8,750 for family coverage, with a $1,000 catch-up for those age 55 and older.
- [Who can I contact with additional FSA questions?](https://flytehcm.com/faq-items/who-can-i-contact-with-additional-fsa-questions/): Flyte HCM provides benefit and claim administration services for your Flexible Spending Accounts. Email Flyte at memberservices@flytehcm.com or call 952.746.0000.
- [What happens to funds in an account at yearend?](https://flytehcm.com/faq-items/what-happens-to-funds-in-an-account-at-yearend/): Employers have the option to allow Health FSAs to rollover up to $680 per plan year. Employers are not required to offer the rollover and could limit the amount to less than $680.
- [How quickly are funds available for reimbursement?](https://flytehcm.com/faq-items/how-quickly-are-funds-available-for-reimbursement/): Funds will be available as they’re deducted during payroll and contributed to the plan.
- [What expenses are not covered under a Flexible Spending Account?](https://flytehcm.com/faq-items/what-expenses-are-not-covered-under-a-flexible-spending-account/): Expenses that are eligible for reimbursement are determined by IRS Code Section 213(d). Coverage varies by plan, but a few examples of ineligible expenses include:
- [What are the solutions for COBRA?](https://flytehcm.com/faq-items/what-are-the-solutions-for-cobra/): Due to the cumbersome nature and extensive fines of COBRA compliance, it is advised that employers hire a COBRA administrator to ensure they are compliant.
- [Are there penalties associated with COBRA?](https://flytehcm.com/faq-items/are-there-penalties-associated-with-cobra/): COBRA compliance is an important area for employers.  There are penalties for noncompliance for the Specific Rights Notice and the General Rights Notice.  An employer that does not comply with the Specific Rights Notice under COBRA will be fined $100 per day or $200 per day if there is more than one qualified beneficiary that has not been properly notified of their COBRA rights.  Noncompliance of the General Rights notice can result in a penalty of $110 per day.
- [What group plans need to be offered under COBRA?](https://flytehcm.com/faq-items/what-group-plans-need-to-be-offered-under-cobra/): Most Health and Welfare benefits offered by an employer of 20 or more full-time employees must be offered under COBRA.
- [What is State Continuation?](https://flytehcm.com/faq-items/what-is-state-continuation/): Some states have laws similar to COBRA continuation that has similar legal requirements for smaller employers. It is important to check your state website to see if your state has special state continuation requirements.
- [Who is required to comply with COBRA?](https://flytehcm.com/faq-items/who-is-required-to-comply-with-cobra/): Employers with 20 employees or more are required to comply with COBRA laws.  Employers with less than 20 employees may be required to comply with State Continuation Laws.
- [Who is eligible for COBRA?](https://flytehcm.com/faq-items/who-is-eligible-for-cobra/): Anyone who is enrolled on a group health plan and experiences a loss of coverage through a qualified event needs to be offered temporary continuation of their group health coverage.
- [What is COBRA?](https://flytehcm.com/faq-items/what-is-cobra/): COBRA is a federal law called the Consolidated Omnibus Budget Reconciliation Act.  This law allows the temporary continuation of group benefits for members once they are no longer eligible for group benefits.
- [How does the MEC plan work?](https://flytehcm.com/faq-items/how-does-the-mec-plan-work/): The MEC plan covers specific preventive services for adults, women, and children.
- [What are the solutions for Employer Mandates?](https://flytehcm.com/faq-items/what-are-the-solutions-for-employer-mandates/): If the Employer’s group health plan is considered “affordable” and provides “minimum value” to employees, then that plan would be in compliance and the employer is not at risk for any penalties. Plans that are Affordable and provide Minimum Value often cost a great deal and some employer cannot offer one, for those employers a Minimum Essential Coverage (MEC) plan is a great alternative. MEC is the core services that must be covered by a plan for it to be recognized as a “group health plan” under the Employer Shared Responsibility requirement.
- [What are the penalties associated with the Employer Mandate?](https://flytehcm.com/faq-items/what-are-the-penalties-associated-with-the-employer-mandate/): Part A Penalty: $2,320 per full-time employee (minus the first 30) for not offering a plan at all
- [Who is affected by the Employer Mandate?](https://flytehcm.com/faq-items/who-is-affected-by-the-employer-mandate/): All employers with at least 50 employees, including full-time equivalent employees, are considered an applicable large employer (ALE) and must adhere to the Employer Shared Responsibility requirement.
- [What is the Employer Mandate?](https://flytehcm.com/faq-items/what-is-the-employer-mandate/): The Employer Shared Responsibility Mandate is a requirement under the Affordable Care Act in which employers over 50 employees must offer healthcare coverage or pay penalties. The plan must: -Provide Minimum Essential Coverage. -Be “Affordable” to employees.- Provide “Minimum Value” to employees and their dependents.