Under ERISA, employers that sponsor group health or welfare plans take on specific legal responsibilities to ensure plans are administered fairly, transparently, and in the best interest of participants.
🧾 Key Employer Responsibilities Under ERISA:
✅ Provide Required Plan Documents
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Maintain a written plan document and distribute a Summary Plan Description (SPD)
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Share updates through Summary of Material Modifications (SMMs) if changes are made
✅ Act as a Fiduciary
Employers (or designated plan administrators) must act in the best interests of plan participants when managing plan assets, making decisions, or communicating benefits.
✅ Follow Plan Terms Consistently
The plan must be operated according to its written terms—this includes eligibility, claims processing, and appeal procedures.
✅ Provide Required Notices
ERISA requires specific disclosures at enrollment and throughout the plan year—like COBRA notices, HIPAA rights, and SBCs (Summary of Benefits and Coverage).
✅ File Annual Reports (if applicable)
Large plans (100+ participants) must file Form 5500 annually with the Department of Labor.
🧠 Bottom Line:
ERISA isn’t just about having documents—it’s about ongoing compliance. Even small employers need to make sure they’re following the rules and documenting their compliance efforts.