COVID-19 National Emergency Ends Sooner Than Previously Announced

Insight by
Michael LoVasco

On April 10, 2023, President Biden signed a resolution ending the COVID-19 national emergency that had been in place since 2020. The Biden administration had previously announced a May 11, 2023, end date to both the national emergency and the public health emergency (PHE), but the signing of the bipartisan legislation terminates the national emergency as of April 10, 2023. The PHE is still scheduled to end May 11, 2023.

Impacted Deadlines

Various employee benefit plan deadlines had been extended by disregarding an “outbreak period” from March 1, 2020, until 60 days after the announced end of the national emergency. Since the national emergency ended on April 10, 2023, the outbreak period will end on June 9, 2023. Once the outbreak period ends, health plans can return to their nonextended deadlines. Key deadlines extended during the outbreak period include:

  • HIPAA time frames—The 30-day period (or 60-day period, if applicable), to request special enrollment.
  • COBRA time frames—The period for qualified beneficiaries to elect COBRA coverage and make COBRA premium payments, as well as the date for individuals to notify the plan of a qualifying event or disability determination.
  • Claims procedure time frames—The date to file a benefit claim or an appeal of an adverse benefit determination under the plan’s claims procedure.
  • External review process time frames—The date claimants may request an external review following an adverse or final internal adverse benefit determination.

Compliance Resources

The Biden administration has stated it will continue working with federal agencies to wind down the national emergency. Prior guidance issued on March 29, 2023, addresses how certain health plan requirements related to the COVID-19 pandemic will change when the emergency periods end. While this guidance was issued before the resolution ended the national emergency, the clarifications regarding changes to benefits after the end of the emergency periods and the reinstatement of normal deadlines still apply.  

According to federal agencies, if changes are made to a plan or coverage after the end of the PHE or national emergency, plan sponsors and employers must clearly communicate these changes, including any limitations on benefits, to participants and beneficiaries before they take effect. Additional resources on the ending of the COVID-19 emergency periods are available on the Department of Labor’s Response to COVID-19 website.

Michael LoVasco
Vice President
Share this post

TAKE A FREE ASSESSMENT:

16 Questions to Score Your Organization's Retirement Program

See what you're missing.

Confirm where you shine.

Track progress over time.

Click below to download our free assessment:
Download Free Assessment
Oops! Something went wrong while submitting the form.
Background image of people sitting at an office table in front of a laptop, looking at it and discussing

Not sure where to start?

15 Questions to Score Your Organization's Benefit Program

See what you are missing.

Confirm where you shine.

Track progress over time.

We’ll send your assessment ASAP!
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Background image of people sitting at an office table in front of a laptop, looking at it and discussing

Not sure where to start?

20 Questions to Score Your Organization's Employee Communications Strategy

See what you are missing.

Confirm where you shine.

Track progress over time.

We’ll send over your assessment ASAP!
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Background image of people sitting at an office table in front of a laptop, looking at it and discussing

Subscribe to Our Insights Blog

Receive the latest articles from LoVasco's team of experienced experts on employee benefits and retirement plan best practices.

Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.

We help you develop total rewards strategies that prove your company is the place for employees to thrive.

©2022 LoVasco. All rights reserved.
Securities and Investment Advisory Services Offered Through M Holdings Securities, Inc. A Registered Broker/Dealer and Investment Advisor, Member FINRA/SIPC. LoVasco Consulting Group is independently owned and operated. LoVasco Consulting Group is a member of M Financial Group. Please go to mfin.com/DisclosureStatement.htm for further details regarding this relationship.

Check the background of this firm and/or investment professional on FINRA's BrokerCheck

For important information related to M Securities, refer to the M Securities' Client Relationship Summary (Form CRS) by navigating to
mfin.com/m-securities.

Registered Representatives are registered to conduct securities business and licensed to conduct insurance businessin limited states. Response to, or contact with, residents of other states will only be made upon compliance withapplicable licensing and registration requirements. The information in this website is for U.S. residents only and doesnot constitute an offer to sell, or a solicitation of an offer to purchase brokerage services to persons outside of the United States.  CA Insurance License #0I92441

This site is for information purposes and should not be construed as legal or tax advice and is not intended to replace the advice of a qualified attorney, financial or tax advisor or plan provider.

#5669272.1

Not sure where to start?

15 Questions to Score Your Organization's Benefit Program

See what you are missing.

Confirm where you shine.

Track progress over time.

We’ll send your assessment ASAP!
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Background image of people sitting at an office table in front of a laptop, looking at it and discussing