Hawaii employee health and leave benefits may need special attention 

Health plan sponsors looking for new ways to hold down soaring healthcare costs have increased employee contributions, expanded cost-sharing provisions and restrained benefit levels. For employers with plans and operations in Hawaii, a 1974 state law can block efforts to implement these cost-reduction changes. ERISA does not preempt the Hawaii mandates, and penalties for noncompliance can be substantial. In addition, the state’s temporary disability insurance law mandates coverage through an authorized insurer or an approved self-insured (self-funded) plan. Compliance with Hawaii laws is increasingly important for multistate employers, given an uptick in hybrid and remote workers.

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