Before You Upload — Please Read
SPD IQ™ uses AI to analyze the document you upload. Please review the following before proceeding.
Do not upload PHI or PII
Remove all Protected Health Information (PHI) and Personally Identifiable Information (PII) — including member names, SSNs, dates of birth, and claim details — before uploading. This tool is not HIPAA-compliant and is not designed to process individual health records.
No persistent storage — processed in memory only
Uploaded files are processed in memory and never written to disk. Your document is sent to OpenAI's API for analysis and discarded immediately after the review is complete — it is not stored on our servers or retained for training. OpenAI's handling of your data is governed by their privacy policy.
Encrypted in transit
All uploads are transmitted over TLS. Files are processed in memory only and are never written to persistent storage.
No deletion needed — nothing is stored
Because files are processed in memory and never written to disk, there is nothing to delete. Your document is gone the moment the analysis is returned.
AI analysis is for informational purposes only and does not constitute legal, compliance, or financial advice. Always consult qualified counsel before acting on contract analysis results.
SPD IQ™ — ERISA Plan Document Analysis
SPD IQ™
Your plan document should do more than exist. It should clearly explain the plan, support consistent administration, and protect the employer when difficult claims arise.
Upload your SPD for an AI-assisted issue-spotting review of federal ERISA content, claims and appeals language, participant disclosures, internal consistency, and plan-protection provisions.
Do not upload documents containing PHI or employee personal information.
Upload only the plan-level Summary Plan Description (SPD) or plan document. Do not include employee enrollment records, EOBs, claim histories, Social Security numbers, member IDs, or any other protected health information (PHI).
✓ Safe to upload: the SPD, plan document, wrap document, or summary of benefits and coverage (SBC).
Your document is transmitted over HTTPS to OpenAI's API for analysis. EmployerBenefitsIQ does not retain the uploaded file after processing. OpenAI's applicable API data-handling terms apply. View our data handling policy →
PDF only · max 25 MB
Upload SPD
Drop your SPD here or click to browse
PDF only · max 25 MB
Optional — improves analysis accuracy
Plan Information
Required before analysis
Acknowledgments
Uploaded documents are deleted immediately after processing and are not used to train AI models. Document security policy
Uploaded documents are processed by OpenAI only to provide the requested analysis. Original documents are deleted immediately after processing and are not used to train AI models. Read the document security policy.
8 federal categories
What this reviews
- Plan identity & ERISA formalities
- Eligibility, enrollment & termination
- Benefits, cost sharing, exclusions & limitations
- Claims, appeals & external review
- Continuation, HIPAA & participant rights
- Federal health coverage mandates & notices
- Mental health parity issue spotting
- Readability, organization & internal consistency
- Plan protection / drafting quality (independent score)
Privacy & data handling
Your document is transmitted over HTTPS to OpenAI's API for analysis. Employer Benefits IQ does not retain the uploaded file after processing.
Employer name, document text, and findings are never sent to analytics platforms.
OpenAI's applicable API data-handling terms apply. We do not sell personal data.
This tool provides an educational, AI-assisted document review and is not legal advice, a legal opinion, or a certification of compliance. Laws and agency guidance change, and plan-specific facts matter. Have qualified benefits counsel review material legal or compliance issues before making plan-document changes.
Frequently Asked Questions
What is a Summary Plan Description (SPD) and why is it required?
An SPD is a document required by ERISA that explains the terms of an employer's health plan to participants in plain language. It must describe covered benefits, exclusions, cost-sharing, claims procedures, appeals rights, and participant rights under ERISA. Employers must provide the SPD to participants within 90 days of enrollment and update it within 210 days after a plan year in which material modifications are made. Failure to provide an adequate SPD can result in DOL penalties and adverse benefit determination outcomes.
What are the most common SPD deficiencies found in DOL audits?
Common SPD deficiencies include: missing or inadequate claims and appeals procedures; failure to describe the plan's subrogation and reimbursement rights; inadequate description of coordination of benefits; missing HIPAA special enrollment rights; failure to describe COBRA continuation rights; outdated plan year or contribution information; and missing or inadequate mental health parity disclosures. The SPD IQ™ checks for all of these common deficiencies.
How often should an employer update its SPD?
An SPD must be updated whenever material modifications are made to the plan. A Summary of Material Modifications (SMM) must be provided to participants within 210 days after the plan year in which the modification was adopted. A full SPD restatement is required every 5 years if amendments have been made, or every 10 years if no amendments have been made. Most employers should review and update their SPD annually at renewal.
What is the difference between an SPD and a plan document?
The plan document is the formal legal instrument that governs the health plan — it is typically a detailed legal document drafted by an ERISA attorney. The SPD is a plain-language summary of the plan document that must be provided to participants. Both are required under ERISA. When there is a conflict between the SPD and the plan document, courts have generally held that the SPD controls for participant claims purposes, making SPD accuracy critical.
Can AI review my SPD for ERISA compliance?
AI can identify structural gaps, missing required provisions, and common deficiencies in SPDs — but it cannot provide legal advice or guarantee ERISA compliance. The SPD IQ™ at www.employerbenefitsiq.com identifies potential issues for educational purposes and should be followed by review with an ERISA attorney for legal compliance determinations. Think of it as a first-pass gap analysis that helps you prioritize what to bring to your attorney.
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Tool outputs are for informational and comparison purposes only. Results do not constitute a recommendation or endorsement of any vendor or approach. Verify all data independently and consult a qualified benefits advisor before making procurement or plan decisions. AI policy
Uploaded documents are deleted immediately after processing and are never used to train AI models. Document security policy