Year-round planning
Build a practical year-round calendar for renewals, notices, reporting, payroll, and plan administration.
Educational planning guidance—not legal, tax, payroll, or eligibility advice.
Start with the situation
Choose the closest scenario for a focused list of questions to organize. Your selection stays in this browser.
Compliance calendar planner
Confirm the renewal date, census, carrier timeline, contribution goals, and the people responsible for reviewing plan and payroll decisions.
Three points to confirm
A benefits calendar helps prevent routine tasks from becoming last-minute problems. It is an operational planning tool, not legal or tax advice. Employer obligations vary by group size, funding arrangement, plan documents, and workforce, so confirm requirements with the appropriate carrier, TPA, payroll, tax, and legal advisers.
A starting checklist, not a complete compliance determination. The plan administrator should confirm applicability, exact deadlines, delivery rules, and completion records with qualified advisers. Renewal planning alone does not cover every requirement.
Owner: plan administrator. For ERISA-covered plans, generally deliver to participants within 90 days after coverage begins. A newly established plan has a separate 120-day rule. Confirm updates and delivery records.
DOL reporting and disclosure guideOwner: plan administrator with the carrier. Coordinate distribution with application and renewal materials; special-enrollment and request deadlines also apply. Do not assume the SBC replaces the SPD.
DOL reporting and disclosure guideOwner: plan sponsor with the carrier or administrator. Confirm drug-coverage creditable status and notify Medicare-eligible covered individuals before October 15 each year, plus other required events. Keep evidence of delivery.
CMS creditable-coverage requirementsOwner: plan sponsor or assigned administrator. Where required, disclose within 60 days after the plan year starts, and within 30 days after drug-plan termination or a creditable-status change. Check CMS exceptions.
CMS creditable-coverage requirementsOwner: HR and plan administrator. Schedule the Marketplace notice within 14 days of hire for employers subject to the FLSA. Review annual CHIP notices where applicable and other plan-specific disclosures.
DOL reporting and disclosure guideOwner: HR, continuation administrator, and tax/reporting advisers. Log qualifying events immediately; confirm each COBRA or Cal-COBRA deadline. Separately check Form 5500, federal coverage reporting, and California reporting applicability and current-year deadlines.
DOL reporting and disclosure guideSource check: September 2026. Verify current requirements before acting.
Interactive checklist
Check items as you gather them, then print the list or reset it for the next employee situation.
Local employer guidance
We help California employers organize carrier, enrollment, network, and coverage questions and identify which partner should confirm the final rule.
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FAQ
No. Requirements can vary by employer size, plan funding, plan sponsor, workforce, and applicable federal and California rules.
No. We help coordinate the insurance, renewal, carrier, and enrollment work. Employers should rely on their attorney, tax adviser, payroll provider, TPA, and plan documents for legal, tax, and reporting decisions.
Those obligations may apply depending on the employer and plan arrangement. Add them to the calendar only after confirming the current requirements with the appropriate benefits, tax, or legal professionals.
Start with the group’s renewal date, plan documents, carrier contacts, payroll calendar, and a clear list of who owns each task.
