Short answer: Group health plans must give employees several required notices, including the Summary of Benefits and Coverage (SBC), SPD, CHIP notice, Marketplace (Exchange) notice, Medicare Part D creditable-coverage notice, WHCRA notice, and applicable COBRA notices.
Federal law requires employers and group health plans to distribute a set of standard notices so employees understand their coverage and rights. Core items include the Summary of Benefits and Coverage (SBC) and the Summary Plan Description (SPD) under ERISA, plus the Summary of Material Modifications when the plan changes.
Several notices are tied to specific laws and deadlines: the Marketplace (Exchange) notice for new hires, the annual CHIP premium-assistance notice, the Medicare Part D creditable (or non-creditable) coverage notice each year before October 15, the Women’s Health and Cancer Rights Act (WHCRA) notice at enrollment and annually, the initial and election COBRA notices, and HIPAA privacy and special-enrollment notices. Wellness programs and grandfathered-plan status carry their own notice requirements.
Timing and delivery method matter, and electronic delivery has its own rules. Many employers fold these into the new-hire packet and the annual open-enrollment materials. A benefits advisor or ERISA attorney can help build a compliance calendar so nothing is missed.