Employee Benefits Compliance and Administration Support

Managing benefits is complex. We help you stay compliant, organized, and ahead of the requirements that carry real liability.

The Compliance Burden on Employers Is Real — and Growing

Federal and state regulations governing employee benefits change frequently, and the consequences of noncompliance are not abstract. Penalties under ERISA, missed COBRA deadlines, and improperly structured Section 125 cafeteria plans can expose a business to audits, fines, and employee claims. For small to mid-size employers without dedicated HR legal staff, staying current is a genuine operational challenge.

 

MJM Global provides employee benefits compliance support as a core part of our advisory relationship — not as an add-on or an afterthought. We work alongside your HR and finance teams to ensure your plan documents, notices, and administrative processes meet current requirements, so you are not left managing that exposure on your own.

What Our Compliance and Administration Support Covers

Our team assists employers with the full range of federal compliance obligations tied to group benefit plans, including:

 

  • ERISA plan document preparation and wrap document services
  • Summary Plan Description (SPD) distribution and recordkeeping
  • COBRA administration — election notices, qualifying event tracking, and premium collection
  • Section 125 cafeteria plan documents and nondiscrimination testing
  • ACA reporting requirements, including Forms 1094-C and 1095-C
  • HIPAA privacy and security compliance for self-funded plan sponsors
  • Medicare Part D creditable coverage notices
  • Annual required notices — CHIP, Women's Health and Cancer Rights Act, and others

 

Whether you are setting up a new plan or auditing an existing one, we help identify gaps and put the right structures in place.

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Why Benefits Compliance Belongs with Your Broker

When your benefits broker is also your compliance resource, the two functions work together rather than in isolation. We see your plan design, your carrier contracts, your renewal history, and your employee census — which means we can flag compliance implications as they arise, not after the fact. Our clients avoid the fragmented experience of managing benefits through one vendor and compliance through another, with no one connecting the two.

Frequently Asked Questions About Benefits Compliance

  • Who handles COBRA administration for a small business?

    The legal obligation for COBRA administration rests with the plan sponsor — meaning the employer — regardless of company size. Many small businesses outsource the day-to-day administration to a third-party administrator (TPA) or their benefits broker. MJM Global can coordinate COBRA administration through established TPA partners and ensure your qualifying event notices and election periods are managed correctly.

  • What is a Section 125 cafeteria plan?

    A Section 125 cafeteria plan is an IRS-approved arrangement that allows employees to pay for eligible benefits — such as health insurance premiums, FSA contributions, and dependent care expenses — using pre-tax dollars. This reduces taxable income for employees and lowers payroll tax obligations for the employer. The plan must be established with a formal written document and administered according to IRS rules to maintain its tax-advantaged status.

  • What does ERISA compliance require of employers?

    ERISA sets minimum standards for most voluntarily established employee benefit plans. Covered employers are generally required to maintain written plan documents, provide employees with a Summary Plan Description, file Form 5500 annually for plans above certain thresholds, and follow specific rules around claims and appeals. Noncompliance can result in penalties from the Department of Labor, excise taxes, and civil liability.

  • How often do benefit plan documents need to be updated?

    Plan documents should be reviewed and updated whenever there is a material change to plan design, a relevant regulatory change, or a change in carrier. At minimum, most employers should conduct a compliance review annually — ideally timed with the renewal cycle — to confirm that plan documents, SPDs, and required notices reflect current law and plan terms.

  • What required notices are employers obligated to distribute to employees?

    Employers sponsoring group health plans are required to distribute a range of annual and event-triggered notices, including the Summary Plan Description, COBRA election notices upon qualifying events, Medicare Part D creditable coverage notices, CHIP notice, Women's Health and Cancer Rights Act notice, and ACA-related disclosures. The specific notices required depend on plan type, funding arrangement, and employer size. Our team helps clients maintain a notice calendar and ensure timely, documented distribution.