With open enrollment already here, getting everything ready on time is critical for HR execs. So just to make your job easier, here’s a summary of open enrollment deadlines and notices for 2021-2022.

FEDERAL OPEN ENROLLMENT PERIOD FOR 2022
For states using the federal marketplace, the open enrollment period for 2022 will start on November 1, 2021 and end on January 15, 2022. The following states fall within this category:

Alabama
Alaska
Arizona
Arkansas
Delaware
Florida
Georgia
Hawaii
Illinois
Indiana
Iowa
Kansas
Louisiana
Michigan
Mississippi
Missouri
Montana
Nebraska
New Hampshire
North Carolina
North Dakota
Ohio
Oklahoma
Oregon
South Carolina
South Dakota
Tennessee
Texas
Utah
Virginia
West Virginia
Wisconsin
Wyoming
OPEN ENROLLMENT DEADLINES IN STATES WITH STATE-BASED MARKETPLACES
With the exception of New York, states that have their own ACA exchanges will begin their open enrollment period on November 1, 2021.

State Open enrollment starts Open enrollment ends
California November 1, 2021 January 31, 2022
Colorado November 1, 2021 January 15, 2022
Connecticut November 1, 2021 January 15, 2022
Idaho November 1, 2021 December 15, 2021
Kentucky November 1, 2021 January 15, 2022
Maine November 1, 2021 January 15, 2022
Maryland November 1, 2021 January 15, 2021
Massachusetts November 1, 2021 January 23, 2022
Minnesota November 1, 2021 January 15, 2022
Nevada November 1, 2021 January 15, 2022
New Jersey November 1, 2021 January 31, 2022
New Mexico November 1, 2021 January 15, 2022
New York November 16, 2021 January 31, 2022
Pennsylvania November 1, 2021 January 15, 2022
Rhode Island November 1, 2021 January 31, 2022
Vermont November 1, 2021 December 15, 2021
Washington DC November 1, 2021 January 31, 2022
Washington November 1, 2021 January 15, 2021

DEADLINE FOR NOTIFICATIONS / NOTICES
Notice Who must provide it Due date
Notice to Employees of Coverage Options. Employers who fall under the Fair Labor Standards Act. Within 14 days of hiring an employee.
HIPAA Special Enrollment Rights notice. Health plans and health care providers. When an employee is offered to enroll in a group health plan.
Summary of Benefits and Coverage. Plan sponsors. During the initial, special, and annual enrollment periods.
Summary Plan Description. Plan sponsors. Within 90 days of enrollment, if the plan already exists, or within 120 days after a new plan is created.
Summary of Material Reduction in Covered Services or Benefits. Employers who made modifications that reduced the covered services or benefits offered in a plan. Within 60 days after the plan’s changes.
Medicare Part D Creditable Coverage Notice. Group health plans that cover prescription drugs. When a participant first enrolls and then annually before Medicare’s open enrollment period begins.
Women’s Health and Cancer Rights Act Notice. Group health plans and health insurance companies. Due annually for open enrollment.
CHIP Notice. Group health plans in a state that provides a premium subsidy to families with low-income children. During open enrollment.
Grandfathered Plan Notice. Employers with a grandfathered health insurance plan. Whenever a summary of a plan’s benefits is provided.
Patient Protections Notice. Group health plans that use a primary care physician and require that a Summary Plan Description (SPD) is provided to participants. Whenever a description of a plan’s benefits is provided.
Initial COBRA Notice. Employers with at least 20 employees that provide group health plan coverage. No more than 90 days after an employee’s enrollment in a COBRA eligible plan.
HIPAA Privacy Notice. Health insurance issuers. Upon enrollment, within 60 days after a material change, and annually for at least three years after that.
HIPAA Wellness Program Notice. Employers whose wellness plans require that members comply with a health standard. Before employee wellness plan participation.
Americans with Disabilities Act Wellness Program Notice. ADA-covered employers with at least 15 employees whose wellness programs require medical questions or examinations. Before employee wellness plan participation.
As ACA moves towards offering comprehensive health coverage for all Americans, enrolling will only get more difficult. So why not have an expert lend you a hand?

At Zupnick & Associates, we have the technical tools and hands-on experience you need to have a seamless enrollment in 2022. So whether you need sample notices or even help to outsource your employee benefits, make sure you contact us today.

Andres Rojas