DOL Increases Penalties For 2022

The Department of Labor (DOL) has published annual adjustments for 2022 that increase certain penalties applicable to employee benefit plans, according to our partners at law firm Emerson Reid. This underscores the importance of filing ERISA-required forms and documents on time because these penalties are pretty steep!
ERISA stands for Employee Retirement Income Security Act. It is a federal law passed in 1974 that sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans.
Description |
2022 Penalty (New) |
2021 Penalty (Old) |
Failure to file Form 5500 |
Up to $2,400 per day |
Up to $2,259 per day |
Failure of a MEWA to file reports |
Up to $1,746 per day |
Up to $1,644 per day |
Failure to provide CHIP Notice |
Up to $127 per day per employee |
Up to $120 per day per employee |
Failure to disclose CHIP/Medicare coordination to the State |
$127 per day per violation (per participant/beneficiary) |
$120 per day per violation (per participant/beneficiary) |
Failure to provide SBCs |
Up to $1,264 per failure |
Up to $1,190 per failure |
Failure to furnish plan documents (including SPDs/SMMs) |
$171 per day $1,713 cap per request |
$161 per day $1,613 cap per request |
Genetic information failures |
$127 per day (per participant/beneficiary) |
$120 per day (per participant/beneficiary) |
De minimis failures to meet genetic information requirements |
$3,192 minimum |
$3,005 minimum |
Failure to meet genetic information requirements – not de minimis failures |
$19,157 minimum |
$18,035 minimum |
Cap on unintentional failures to meet genetic information requirements |
$638,152 maximum |
$601,152 maximum |
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