Clients who partner with LHD stay. We’re in your corner negotiating the best rates and delivering successful, High Performing Plans for your employee health benefits year after year. If you’re ready to switch your benefits advisor for the last time, give us a call.
Our values are the foundation to putting clients first.
We are committed to hiring and developing talented people and empowering them to deliver forward-looking strategies and innovative solutions.
We are committed to acting with the utmost integrity and transparency in our daily interactions with employers, their employees, and each other.
We are determined to deliver the highest quality and service possible through innovative, outcomes-driven solutions.
We work collaboratively to develop and nurture relationships based on mutual trust, respect, and accountability.
We challenge ourselves to identify and apply creative solutions to address the changing needs of employers and their employees.
GROWING WITH OUR CLIENTS
21 Years ofExperience
We are a learning organization, leading change, and committed to excellence. We are a true partner to our clients and exist to deliver for them.
We do this by listening to their unique challenges, creating forward-looking benefits plans, and then seamlessly implementing and advocating for them.
Number of Clients
Years of Combined Advising Experience
Number of Employees
FROM OUR CLIENTS
Trusted by Indiana
"LHD has been a vital part of serving our employees for the past two decades. So much so, we’re thinking of giving them a parking space in our garage!"
Director of Accounting
"From a leadership perspective, partnering with LHD Benefit Advisors is one of the best decisions we have made. Their knowledge and expertise related to employee benefits and population health positions Purdue to utilize our data in ways that are mutually beneficial to the university and our faculty and staff. Having LHD’s support in building and maintaining strong vendor partnerships is another area of success where we have greatly benefited. Additionally they play an essential role in vendor transitions and more on behalf of the university and those we serve."
"LHD has helped us develop effective strategies and solutions that address our financial goals from a benefits perspective, while also addressing and improving the health and wellness needs of our employees."
On May 10, 2021, the Internal Revenue Service (IRS) released guidance on the taxability of dependent care assistance programs (DCAPs) for 2021 and 2022, clarifying that amounts attributable to previously issued carryover and extended grace period relief generally are not taxable.
On May 10, 2021, the IRS released Revenue Procedure 2021-25 to provide the inflation-adjusted limits for health savings accounts (HSAs) and high deductible health plans (HDHPs) for 2022. The IRS is required to publish these limits by June 1 of each year.
The Mental Health Parity and Addiction Equity Act (MHPAEA) was amended by the Consolidated Appropriations Act, 2021. The MHPAEA generally applies to group health plans and health insurance issuers that provide coverage for either mental health or substance use disorder (MH/SUD) benefits as well as medical/surgical benefits. The purpose of the MHPAEA is to ensure that plans and issuers treat MH/SUD benefits the same as major medical benefits by not imposing restrictions on MH/SUD benefits that do not apply to other benefits.
The American Rescue Plan Act of 2021 (ARP) allows small and midsize employers, and certain governmental employers, to claim refundable tax credits that reimburse them for the cost of providing paid sick and family leave to their employees due to COVID-19, including leave taken by employees to receive or recover from COVID-19 vaccinations.