May 2025

 

News

Home COVID-19 tests to be covered by insurance

02/03/22

Author: ADP Admin/Monday, January 31, 2022/Categories: Bulletin News, Compliance Corner , Federal Compliance Update

On Monday, Jan.  10, 2022, the Biden Administration announced a requirement to expand access to free at-home COVID tests.

 

Background

The Families First Coronavirus Response Act (FFCRA) was enacted March 20, 2020 (effective April 1, 2020) and generally requires coverage related to detection or diagnosis of COVID-19 during the applicable public emergency period. Under the FFCRA, plans and issuers must provide this coverage without imposing any cost-sharing requirements (including deductibles, co-payments and coinsurance), prior authorization or other medical management requirements.

 

The Coronavirus Aid, Relief, and Economic Security (CARES) Act was enacted on March 27, 2020. The CARES Act amended the FFCRA to include a broader range of diagnostic items and services that plans and issuers must cover without any cost-sharing requirements, prior authorization or other medical management requirements. In June 2020, the coverage requirement was updated to cover home COVID-19 tests, when the tests are ordered by an attending health-care provider.

 

New Coverage Requirement for Home COVID-19 Tests

Beginning Jan. 15, 2022, with or without an order by a health-care provider, individuals covered by an employer group health plan or with private health insurance coverage who purchase an over-the-counter (OTC), FDA-approved COVID-19 diagnostic test will be able to have those test costs covered by their plan or insurance. Insurance companies and health plans are required to cover eight free OTC home COVID-19 tests per covered individual per month. There is no obligation for health plans to reimburse for COVID tests provided for employment purposes, whether OTC or otherwise.

 

That means a family of four, all on the same plan, would be able to get up to 32 of these tests covered by their health plan per month. There is no limit on the number of tests, including at-home tests, that are covered if ordered or administered by a health-care provider following an individualized clinical assessment, including for those who may need them due to underlying medical conditions.

 

Home COVID-19 test purchases will be covered in the commercial market without the need for a health- care provider’s order or individualized clinical assessment, and without any cost-sharing requirements such as deductibles, co-payments or coinsurance, prior authorization or other medical management requirements. 

 

While plans and insurers cannot limit reimbursement to home COVID-19 tests provided through a preferred pharmacy or retailer, there is a safe harbor if a plan (a) provides direct, upfront coverage of home COVID-19 tests from preferred pharmacies and through a direct-to-consumer shipping program, and (b) reimburses for non-preferred pharmacy/retail home COVID-19 tests no less than actual price or $12 per test, whichever is lower. If tests come in boxes containing two or more, the plan must reimburse for the total number of tests within each box.

 

Additionally, plans are permitted to implement reasonable steps to prevent fraud and abuse. For example, a plan could require that a participant attest that the plan is for his or her own personal use, not for employment purposes, and will not be resold or reimbursed from another source. The plan can also require reasonable proof for substantiation (e.g., receipt from the pharmacy).

 

For more information, view the full announcement here

 

Number of views (8231)/Comments (0)

Tags: 02/03/22

Regional Alerts

As previously communicated, on September 30, 2020, California Governor Gavin Newsom signed into law Senate Bill 973, a new pay data reporting requirement. Covered employers will have to provide California's DFEH with pay data by specified job categories and by race, ethnicity and sex. The ...

> Read more

The Department of Industrial Relations (DIR) has adopted emergency rules related to protecting workers from COVID-19, including a requirement for employers to adopt a written prevention program. The emergency rules take effect immediately.

> Read more

The Colorado Department of Labor and Employment (CDLE) has issued final rules addressing the state's new paid sick leave requirements under the Healthy Families and Workplaces Act of 2020 (HFWA).

> Read more

Colorado's minimum wage will increase to $12.32 per hour on January 1, 2021. The change is a result of an annual adjustment for inflation.

> Read more

Colorado has adopted final rules that clarify the notice requirements under two new laws related to COVID-19.

> Read more

The Colorado Department of Labor and Employment (CDLE) has released a new Colorado Overtime and Minimum Pay Standards Order (COMPS Order #37) that clarifies and adjusts certain exemptions from the state's overtime requirements. COMPS Order #37 takes effect January 1, 2021.

> Read more

Montgomery County, Maryland has enacted legislation (Bill 35-20) that amends the county's law governing criminal history inquiries to cover more employers and establish greater restrictions. Bill 35-20 takes effect February 19, 2021.

> Read more

Minnesota has approved a stimulus package that will provide relief payments to certain businesses impacted by the COVID-19 pandemic and the subsequent executive orders issued by the governor in response to it.

> Read more

The City of Pittsburgh as well as Allegheny County, Pennsylvania both enacted legislation banning hairstyle discrimination, effective immediately. Below is an overview of both requirements.

> Read more

The City of Philadelphia passed two ordinances related to paid sick leave. Ordinance 200306 amends the city's paid sick and safe time law (also known as the Promoting Healthy Families and Workplaces Ordinance (PHFWO)). Ordinance 200303 requires new public health emergency leave (PHEL) for ...

> Read more

Utah Governor Gary Herbert has issued Executive Order 75, which requires employers to follow certain COVID-19 related safety requirements for the duration of the public health emergency. The Order is effective immediately.

> Read more

The District of Columbia has enacted emergency legislation (B23-980) that requires employers to adopt certain worker protection policies and prohibits employers from retaliating against employees for certain COVID-19 related reasons.

> Read more

 

© Copyright 2025 ADP LLC. 10200 Sunset Drive | Miami, FL 33173

ADP, the ADP logo, and Always Designing for People are trademarks of ADP, Inc. All other marks are the property of their respective owners. Copyright © 2025 ADP, Inc.