The Daily Brief for Benefits Professionals
BenefitsWire
Health & Welfare Plans
July 9, 2026
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8 items · ~2 min read
In this issue
Regulatory Action and Guidance (2) · Health & Welfare Plans (3) · Litigation (1) · General Benefits (2)
Regulatory Action and Guidance
2 items“The Department of Labor’s Office of the Inspector General found that three agencies within the department lacked “sufficient controls” for how they shared confidential information with nongovernmental entities.” MORE >>
Source: PLANADVISER
“On Friday, July 3, 2026, the Department of Health and Human Services (“HHS”) released its 2026 Regulatory Agenda. The Administration’s regulatory agenda serves as a public roadmap for how federal agencies intend to implement the President’s policy priorities through rulemaking, guidance, and deregulatory actions.” MORE >>
Source: Groom Law Group
Health & Welfare Plans
3 items“ASAP By Sebastian Chilco, Stephanie Mills-Gallan, and Holly Robbins On June 29, 2026, the Department of Labor & Industry (DLI) finalized rules implementing the Minnesota Earned Sick and Safe Time Law, effective July 6, 2026 (shortly afterwards, DLI published FAQs specific to the rules).” MORE >>
Source: Littler
“Hawaii's family leave statute will allow eligible employees to take unpaid family leave for qualifying military exigencies connected to a family member's active-duty service.” MORE >>
Source: JD Supra
“Increasing healthcare rates aren't just costing employees financially, but their organizations are losing productivity.” MORE >>
Source: Employee Benefit News
Litigation
1 item“In Wang v. Metropolitan Life Insurance Co., No. 25-11527, 2026 WL 1960673 (11th Cir. July 7, 2026), the Eleventh Circuit affirmed the entry of judgment for MetLife on a pro se participant's ERISA claim for long-term disability benefits under a General Electric plan, holding that the denial was not wrong even under de novo review. ... In a footnote, however, the court observed that Plaintiff” MORE >>
Source: Roberts Disability Law
General Benefits
2 items“The article examines how plan sponsors can effectively partner with 3(16) and 3(38) fiduciaries, while recognizing that sponsors remain responsible for selecting and overseeing those providers. ... "The sponsor does not have to second-guess every decision that gets made, but they do have to ensure that the professionals they have selected are competently executing their duties.” MORE >>
Source: Groom Law Group
“Using an artificial intelligence tool to get answers to retirement and benefit legal questions could cost a plan sponsor the attorney-client privilege they have always relied on when working with human counsel.” MORE >>
Source: PLANSPONSOR