If you are insured through a large employer, your coverage is likely to remain largely unchanged. Most large employers already offer comprehensive health insurance to their employees.
Automatic enrollment: Employers with more than 200 employees who offer at least one health plan must automatically enroll new fulltime employees into one of the plans offered, though employees may opt out. This is expected to increase the number of employees with coverage. The deadline for complying hasn't been set yet; the U.S. Department of Labor will complete rulemaking in 2014.
Lifetime coverage limits: Insurance companies cannot place a dollar limit on how much they will cover over the lifetime of a member.
Annual coverage limits: Rules are phasing out annual limits on any “essential benefits.” The requirement applies to all but grandfathered individual plans. For plans issued or renewed on or after Jan. 1, 2014, annual dollar limits on coverage of essential benefits will be prohibited.
Health Savings Accounts (HSA): Nothing in the legislation prevents or discourages people from contributing to a Health Savings Account (HSA). The minimum level of coverage required to meet the individual mandate was specifically designed to allow for the purchase of a qualified high-deductible health plan that would complement the HSA.
Large employers and the exchange: Beginning in 2016, employers with up to 100 employees may shop in the Cover Oregon exchange.