Clarity Implementation FAQs

• Federal Tax ID
• Primary employer contact (name, email, phone)
• Any additional admin users who need system access
• Number of benefit-eligible employees
• Any divisions or affiliates
• Broker contact information (name, email, phone)

You’ll confirm how your plans are funded and provide:

• Your funding choice: Clarity Funding or Client Funding .
• Bank details for:
  • Monthly Administrative Fees
  • Benefit Plan Funding
  • COBRA Premium Remittance

• Clarity Funding: Clarity handles reimbursements directly from our bank account. You’ll make a yearly prefund to ensure early expenses are covered.
• Client Funding: Reimbursements come directly from your bank account as claims are paid, usually daily.

Not at this time—all fees must be billed to one account per client.

We require this to prevent any delays in remitting premiums should a participant elect COBRA coverage in the future.

No. Most carriers won’t accept payments from multiple sources, so premiums are remitted to the client or broker.

• Plan year start and end dates
• Minimum/maximum election or HRA funding amounts
• How contributions are posted (if applicable)
• Payroll vendor and calendar
• Runout period details for active and terminated employees
• Carryover or grace period options (if applicable)
• HRA eligible expenses (if applicable)
• EDI feed information (if applicable), including vendor contact and file error contact

It allows unused funds to roll into the next plan year. Applies to FSA, LPFSA, and HRA plans. IRS limits apply for FSAs and LPFSAs; clients set their own limits for HRAs.

A grace period gives participants an extra 2½ months after the plan year ends to incur eligible expenses.

The runout period is how long employees have to submit claims after the plan year ends—or after termination—for eligible expenses.

• Type of continuation coverage (Federal, Federal + State, or Mini COBRA)
• EDI file feed details for new hires and qualifying events
• Current plan information: carrier, plan name, renewal date, group number, COBRA rates, and SBCs
• Prior/upcoming year details if renewal is within 3 months
• Carrier eligibility notification contact (if applicable)

• Federal COBRA: Applies to employers with 20+ full-time employees.
• State Continuation: Adds extra continuation time if required by the state (CA, CT, MN, NY, TX).
• Mini COBRA: Applies to smaller employers in certain states.

If an employee qualifies for an 11-month disability extension, you may charge up to 150% of the regular COBRA premium to offset plan costs.

They’re typically treated as fully insured and must follow state insurance rules.

1. Upload your employee census.
2. For Employee Benefits – download and complete the enrollment template after open enrollment ends, then upload it.
3. For COBRA – upload your SBCs.
4. If applicable, complete the takeover template once setup is finished.

Yes! Use the blue “Invite Collaborators” button at the top of your screen. If you don’t see the person you want to add, email your Client Engagement contact with their full name and email address.

We’re here for you! Chat live with us Monday–Friday, 9 AM to 5 PM Eastern, or reach out to your Implementation Specialist (contact details are in your welcome email).

A Division is a subset of employees within your company. An Affiliate is a separate company under your organization’s umbrella.

This contact receives a copy of any COBRA election, change, or termination notices. At least one employer contact must be listed, but brokers can be added too.

Cards typically arrive within 7–10 business days after enrollments are loaded into our system.