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Integrated solutions designed for enterprise-wide results. These offerings make the most of your investments in both technology and people.
Health Administration | Employer Solutions
To better wellbeing
Solutions to help employees and employers choose, use and manage their health benefits.
Wealth Administration | Employer Solutions
To build a future
Solutions to help employees and employers choose, use and manage their wealth benefits.
Payroll Administration | Employer Solutions
To keep spend in shape
Solutions to administer, optimize and scale your payroll.
Engagement and Communications | Employer Solutions
To spark interest
Solutions to create a more memorable employee experience.
HCM and Financial Management | Professional Services
To keep things running smoothly
Solutions to better manage your workforce from the cloud.
Finance is moving to the Cloud ...are you ready?
The Advantages for Health Saving Accounts (HSAs): Employees find balance between health and wealth
The Advantages fo Health Saving Accounts (HSAs): Employees find balance between health and wealth
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FEATURED CASE STUDIES
Curtiss-Wright: Increasing utilization and satisfaction with an integrated benefits platform
Pathway Vet Alliance: Thriving in the cloud with Alight and Workday
On March 11, 2020 the Internal Revenue Service (IRS) issued Notice 2020-15 which ensures that people with high deductible health plans (HDHPs) will not be disqualified from contributing to a health savings account (HSA) if their HDHP provides medical care and items purchased related to testing for and treatment of COVID-19 prior to the minimum required deductible being satisfied.
This is an important protection for your employees and means that employers can provide COVID-19 diagnosis and treatment coverage as part of their HDHPs, while ensuring HSA contributions remain tax-free. Without this guidance, the coverage for diagnosis and treatment provided before the deductible was satisfied would have potentially made HSA contributions subject to taxes and penalties. Employers should review their plans with their legal counsel and health consultants to determine if any plan changes are required in order to utilize this guidance and provide pre-deductible testing and treatment coverage for COVID-19 in an HDHP.
Beyond this guidance, Congress is considering a number of actions aimed at offsetting the potential economic impact of COVID-19 for employers and individuals. Some proposals (not finalized) include mid-year employer and/or employee payroll tax adjustments, paid sick leave for employees, and certain other relief for impacted employers. Alight is actively monitoring these proposals and will provide updates and analysis as plans are released. In addition, we are prepared to assist clients implementing any changes that may impact payroll, benefits and employee communications. Alight is actively monitoring these proposals and will provide updates and analysis as plans are released.