Many employers offer voluntary insurance benefits such as disability, life, accident, or critical illness coverage, often assuming that because employees pay the full cost, the employer has little responsibility. However, that assumption can be risky. In this article, DeWitt attorney Brian L. Anderson explains how voluntary insurance programs can trigger obligations under ERISA if an employer is seen as endorsing the program. He outlines the key requirements, common pitfalls, and recent legal developments that highlight why employers must carefully structure and manage voluntary benefits to avoid unexpected compliance risks.
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