SCOTUS Abortion Ruling: Considerations and Impacts for Employee Benefits Plans

Employers have many questions about how the recent SCOTUS Dobbs v. Jackson Women’s Health ruling could impact benefit plans. The ruling, by itself, does not change anything specifically related to employee benefits. However, it opens the door for significant state legislation that may have an effect on some employer plans.

Some of the issues we will discuss include:

• Differences between the possible effect on fully-insured vs. self-insured plans
• Considerations related to offering a benefit to assist employees who travel to receive an abortion
• When might ERISA preemption be a factor to consider
• And more

Bob Radecki, Principal, Benefit Comply, LLC

Bob Radecki has more than 30 years of experience in the HR and employee benefits industry, helping employers deal with difficult benefit and compliance matters. Previously, Bob founded and served as president of A.E. Roberts Company, a nationally recognized compliance training and consulting firm.  Bob is recognized as an expert on a variety of benefit compliance issues including COBRA, FMLA, ERISA, health reform, and more. Bob has been the featured speaker at many industry events and conferences and has published several articles concerning employee benefits compliance issues. 

Regan Debban, J.D. MBA, Principal, Benefit Comply, LLC

Regan Debban has worked as an attorney for a major Fortune 500 company as well as a PEO that provided benefits and HR services to small employers. She has also worked as a legal researcher for Thompson Reuters. Prior to obtaining her law degree, Regan worked as an account manager in a leading Minneapolis insurance agency, and she understands issues facing employee benefit consulting firms and agencies.