DOL Announces April 1 Applicability of Final Disability Plan Claims Regulations
Posted in: Compliance | | | Leave a Comment
The U.S. Department of Labor (DOL) announced its decision for April 1, 2018, as the applicability date
for ERISA-covered employee benefit plans to comply with a final rule (released in December 2016) that
imposes additional procedural protections (similar to those that apply to health plans) when dealing with
claims for disability benefits. In October 2017, the DOL had announced a 90-day delay of the final rule,
which was scheduled to apply to claims for disability benefits under ERISA-covered benefit plans that
were filed on or after January 1, 2018.
While the DOL’s news release indicates that the DOL has decided on an April 1 applicability date for the
final rule, the regulatory provision modified by the 90-day delay specified that the final rule will apply to
claims filed “after April 1, 2018.”
Plans Subject to the Final Rule
The final rule applies to plans (either welfare or retirement) where the plan conditions the availability of
disability benefits to the claimant upon a showing of disability. For example, if a claims adjudicator must
make a determination of disability in order to decide a claim, the plan is subject to the final rule.
Generally, this would include benefits under a long-term disability plan or a short-term disability plan to
the extent that it is governed by ERISA.
However, the following short-term disability benefits are not subject to ERISA and, therefore, are not
subject to the final rule:
- Short-term disability benefits they are paid pursuant to an employer’s payroll practices (i.e., paid out
of the employer’s general assets on a self-insured basis with no employee contributions); and
- Short-term disability benefits that are paid pursuant to an insurance policy maintained solely to
comply with a state-mandated disability law (for example, in California, New Jersey, New York, and
In addition, if benefits are conditioned on a finding of a disability made by a third party other than the
plan itself (such as the Social Security Administration or insurer/third-party administrator of the
employer’s long-term disability plan), then a claim for such benefits is not treated as a disability claim
and is also not subject to the final rule. For example, if a retirement plan’s determination of disability is
conditioned on the determination of disability under the plan sponsor’s long-term disability plan, then the
retirement plan is not subject to the final rule (but the final rule would apply to the underlying long-term
Overview of the Final Rule
The DOL has published a Fact Sheet that provides an overview of the new requirements, which include
- New Disclosure Requirements. New benefit denial notices that include a more complete discussion
of why the plan denied a claim and the standards it used in making the decision;
- Right to Claim File and Internal Protocols. New statement required in benefit denial notices that
regarding claimant’s entitlement to receive, upon request, the entire claim file and other relevant
documents and inclusion of internal rules, guidelines, protocols, standards, or other similar criteria
used in denying a claim (or a statement that none were used).
- Right to Review and Respond to New Information Before Final Decision. Plans may not deny
benefits on appeal based on new or additional evidence or rationales that were not included when the
benefit was denied at the claims stage, unless the claimant is given notice and a fair opportunity to
- Avoidance of Conflicts of Interest. Claims and appeals must be adjudicated in a manner designed
to ensure independence and impartiality of the persons involved in making the decision. For example,
a claims adjudicator or medical or vocational expert cannot be hired, promoted, terminated, or
compensated based on the likelihood of such person denying benefit claims.
- Deemed Exhaustion of Claims and Appeal Procedures. If a plan does not adhere to all claims
processing rules, the claimant is deemed to have exhausted the administrative remedies available
under the plan, unless the violation was the result of a minor error and other conditions are met.
- Certain Coverage Rescissions are Subject to the Claim Procedure Protections. Rescissions of
coverage, including retroactive terminations due to alleged misrepresentation of fact (e.g., errors in
the application for coverage) must be treated as adverse benefit determinations, which trigger the
plan’s appeals procedures. Rescissions for non-payment of premiums are not covered by this
- Communication Requirements in Non-English Languages. Language assistance for non-English
speaking claimants are required under some circumstances.
Before April 2018, employers should:
- Identify which benefit plans (in addition to long-term disability) it sponsors are subject to the final rule
(and consider whether to amend any plan that currently triggers the new rules to rely on the disability
determinations of another plan to avoid having to comply with the final rule);
- For any plan subject to the final rule, review and revise claims and appeal procedures prior to April if
the plan is not already in compliance with the new rule;
- Update participant communications, such as summary plan descriptions and claim and appeal
notices, as needed; and
- Discuss administration of disability benefits with any third-party administrators and insurers to ensure
About the Authors:
This alert was prepared for us by our friends at Marathas Barrow WeatherheadLent LLP, a national law firm with recognized experts on the Affordable Care Act. Contact Peter Marathas or Stacy Barrow at firstname.lastname@example.org or email@example.com.
The information provided in this post is not intended to be, and shall not be construed to be, either the provision of legal advice or an offer to provide legal services, nor does it necessarily reflect the opinions of the agency, our lawyers or our clients. This is not legal advice.
No client-lawyer relationship between you and our lawyers is or may be created by your use of this information. Rather, the content is intended as a general overview of the subject matter covered. This agency and Marathas Barrow WeatherheadLent LLP are not obligated to provide updates on the information presented herein. Those reading this alert are encouraged to seek direct counsel on legal questions.
© 2018 Marathas Barrow WeatherheadLent LLP. All Rig