Based on your responses, the following health laws under Title I of ERISA do not appear to apply to your employer sponsored group health plan for the listed reason(s).

• The Health Insurance Portability and Accountability Act (HIPAA), Women's Health and Cancer Rights Act (WHCRA), The Mental Health Parity and Addiction Equity Act (MHPAEA), and The Mental Health Parity Act (MHPA)

You indicated that fewer than 2 employees participate in your health plan, therefore your plan is not subject to the health laws listed above.

HIPAA requires 2 or more participants who are current employees on the first day of that plan year.

Plans that are not subject to HIPAA are also not subject to The Mental Health Parity and Addiction Equity Act (MHPAEA), The Mental Health Parity Act (MHPA) or The Women's Health and Cancer Rights Act (WHCRA).

Your State may elect to regulate small groups or individual health arrangements. For more information visit the National Association of Insurance Commissioners (NAIC) website.

• The Consolidated Omnibus Budget Reconciliation Act of 1986 (COBRA)

• You indicated that you did not employ 20 or more employees in the previous calendar year.

COBRA applies to single-employer group health plans maintained by employers with at least 20 employees on more that 50 percent of its typical business days in the previous calendar year. Both full and part-time employees are counted to determine whether a plan is subject to COBRA. Each part-time employee counts as a fraction of a full-time employee, with the fraction equal to the numbers of hours that the part-time employee worked divided by the hours an employee must work to be considered full-time.

Your State may elect to regulate small groups or individual health arrangements. For more information visit the National Association of Insurance Commissioners (NAIC) website.