Benefits Compliance Consulting

Trust our compliance experts’ attention to detail, providing peace of mind that health insurance requirements are being met.

Our benefits compliance advisors operate as an extension of your HR and leadership teams.

Keeping up—and staying compliant—with changing health insurance requirements could be a full-time job, and for Corporate Synergies’ in-house compliance team, it is. Careful research of new and changing rules supports our compliance advisors’ personalized recommendations. Our comprehensive review uncovers risk, provides a remediation plan and keeps your organization protected.

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Working with your benefits partners will be essential to navigating these CAA benefits changes| Corporate Synergies

Health & Welfare Plan Compliance Assessments

checks employee benefits plans, procedures and filings for errors.

ERISA Plan Document/SPD Amendment

preparation and participant-friendly Summary Plan Descriptions.

Filing & Reporting Assistance

for IRS Form 5500, DFVCP and more.

HIPAA Training

for privacy officers and PHI handlers.

Accredited Educational Events

share actionable information on regulatory developments.

Latest Compliance Resources Entries


HHS Issues Final Rule Strengthening ACA Section 1557 Nondiscrimination Requirements

News & Policy
11th Circuit Holds that Plan’s Exclusion of Gender-Affirming Healthcare Violates Title VII

On May 13, 2024, the 11th Circuit Court of Appeals affirmed in Lange v. Houston County a lower court’s decision holding that a self-insured health plan’s exclusion of gender-affirming healthcare violated Title VII of the Civil Rights Act of 1964. The lawsuit was brought by a transgender employee whose physician recommended gender-affirming surgery and hormone therapy to treat gender dysphoria. The employee’s healthcare provider determined that her gender-affirming healthcare was medically necessary. However, her request for coverage was denied based on the health plan’s exclusion of gender-affirming care. The district court granted summary judgement confirming the health plan’s exclusion was discriminatory under Title VII and the 11th Circuit affirmed the district court’s ruling.

It’s like retaining a full-time compliance department for regulatory guidance.

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