Bill Sweeney provides clients with practical solutions to solving complex employee benefit issues. Whether he is assisting clients with the design of new benefit plans or working through a government audit of existing plans, Bill is relied upon as a trusted member of clients’ benefits compliance teams.

As the laws governing employee benefits evolve in areas ranging from health care reform to pension protections, he is devoted to ensuring clients are aware of the latest compliance efforts and trends for providing comprehensive benefit programs to their employees.

Bill works with clients across all industries and has a broad-based practice that involves all areas of employee benefits law. He advises public, private and tax-exempt employers on the design, implementation and administration of all types of welfare plans and tax-qualified retirement plans, including defined benefit, 401(k), 403(b) and 457(b).

He has significant experience in:

  • Working with multi-employer benefit funds and advising clients on withdrawal liability matters
  • Representing clients before the IRS and U.S. Department of Labor with respect to employee benefit plan audits and voluntary correction procedure filings
  • Handling employee benefit issues arising in merger and acquisitions

Bill also frequently counsels clients on Employee Retirement Income Security Act fiduciary compliance matters and conducts training related to COBRA and HIPAA compliance.

Education

  • UIC John Marshall Law School (J.D., cum laude, 2002)
    • The John Marshall Law Review
  • Millikin University (B.S., 1999)

    Bar Admission

    • Illinois

    Court Admissions

    • Illinois Supreme Court
    • U.S. Court of Appeals, Eleventh Circuit

    Professional Affiliations

    • Illinois Bar Association
    • Chicago Bar Association

    Recognition

    • Selected for inclusion in Best Lawyers in America® for Employee Benefits (ERISA) Law, 2025-2026
    Publications
    All Publications
    A Quick Look at Benefits and Executive Compensation Provisions in the One Big Beautiful Bill
    On July 4, 2025, President Donald J. Trump signed into law the One Big Beautiful Bill (OBBB). For employers, the most notable benefits-related provisions include expanded flexibility for health savings accounts (HSAs) and new restrictions on premium tax credit eligibility – changes that may reduce the risk of triggering an employer shared responsibility penalty under the Affordable Care Act (ACA). While the OBBB does not change the tax incentives for retirement savings, nor does it cap the exclusion amount for employer-sponsored health insurance, it introduces several developments worth employer attention. A summary of key provisions follows. HSAs Extension of Telehealth Safe Harbor for HSA Participants. The OBBB permanently extends the COVID-era safe harbor allowing coverage of telehealth and other remote care services
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    Sixth Circuit Holds TPAs Do Not Get a Free Pass from ERISA’s Fiduciary Duties
    In a decision about ERISA’s fiduciary duties and transparency, the Sixth Circuit in Tiara Yachts, Inc. v. Blue Cross Blue Shield of Michigan held that Blue Cross Blue Shield of Michigan (BCBSM), a third-party administrator (TPA) for the Tiara Yachts, Inc. (Tiara Yachts) self-insured plan, acted as an ERISA fiduciary when it made decisions about pricing and the payment of claims and therefore must abide by ERISA’s fiduciary standards. The decision may also help to pave the way for employers seeking greater access to pricing and payment information from TPAs for their own self-insured group health plans. Background: Tiara Yachts claimed that BCBSM overpaid health claims submitted by out-of-state medical providers and then clawed back the overpayments through a shared savings program (SSP). As
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