100+ Free REBC Practice Questions

Pass your REBC (Registered Employee Benefits Consultant) exam on the first try — instant access, no signup required.

✓ No registration✓ No credit card✓ No hidden fees✓ Start practicing immediately

Not publicly reported Pass Rate

100+ Questions

100% Free

1 / 10

Question 1

Score: 0/0

Which federal law establishes minimum standards for most voluntarily established pension and health plans in private industry?

Affordable Care Act (ACA)

Employee Retirement Income Security Act (ERISA)

Consolidated Omnibus Budget Reconciliation Act (COBRA)

Health Insurance Portability and Accountability Act (HIPAA)

to track

2026 Statistics

Key Facts: REBC Exam

Required Courses

4 required + 3 electives

70%

Passing Score

Per course exam

50-70 hrs

Study Time Per Course

NABIP recommended

$1,750-$3,500

Total Program Cost

Courses + membership

15-24 mo

Typical Completion

Most candidates

NABIP

Administrator

National Association of Benefits and Insurance Professionals

The REBC designation requires completing 4 required courses and 3 electives through NABIP, each with a passing exam. Topics include group benefits (medical, dental, life, disability), ACA and healthcare reform, ERISA compliance and fiduciary duties, retirement plan design, executive compensation, and ethics. Candidates need NABIP membership and 3 years of business experience. Study time is 50-70 hours per course over 15-24 months total.

Sample REBC Practice Questions

Try these sample questions to test your REBC exam readiness. Each question includes a detailed explanation. Start the interactive quiz above for the full 100+ question experience with AI tutoring.

1Which federal law establishes minimum standards for most voluntarily established pension and health plans in private industry?

A.Affordable Care Act (ACA)

B.Employee Retirement Income Security Act (ERISA)

C.Consolidated Omnibus Budget Reconciliation Act (COBRA)

D.Health Insurance Portability and Accountability Act (HIPAA)

Explanation: ERISA (Employee Retirement Income Security Act of 1974) sets minimum standards for most voluntarily established retirement and health plans in private industry to provide protection for individuals in these plans. It requires plans to provide participants with plan information, sets minimum standards for participation, vesting, benefit accrual, and funding, and establishes fiduciary responsibilities.

2What is the primary purpose of a Section 125 cafeteria plan?

A.To provide employer-funded retirement benefits

B.To allow employees to choose between taxable cash and qualified nontaxable benefits

C.To offer subsidized meals to employees

D.To comply with COBRA continuation coverage requirements

Explanation: A Section 125 cafeteria plan allows employees to choose between receiving their compensation in cash (which is taxable) or selecting from a menu of qualified nontaxable benefits such as health insurance premiums, dependent care assistance, and flexible spending accounts. This arrangement provides significant tax savings for both employers and employees.

3Under COBRA, how long must group health coverage be offered to a qualified beneficiary who loses coverage due to termination of employment?

A.12 months

B.18 months

C.24 months

D.36 months

Explanation: COBRA requires that group health plans offer continuation coverage for up to 18 months when coverage is lost due to termination of employment (for reasons other than gross misconduct) or a reduction in hours. For certain qualifying events such as divorce or death of the covered employee, the continuation period extends to 36 months.

4What is the annual contribution limit for a Health Savings Account (HSA) for individual coverage in 2026?

A.$3,650

B.$4,150

C.$4,300

D.$4,400

Explanation: For 2026, the HSA contribution limit for individuals with self-only HDHP coverage is $4,300. HSAs offer triple tax advantages: tax-deductible contributions, tax-free growth, and tax-free withdrawals for qualified medical expenses. Individuals age 55 and older may make an additional $1,000 catch-up contribution.

5Which type of retirement plan guarantees a specific monthly benefit at retirement based on salary and years of service?

A.401(k) plan

B.Profit-sharing plan

C.Defined benefit plan

D.Money purchase plan

Explanation: A defined benefit plan promises participants a specific monthly benefit at retirement, typically calculated using a formula based on salary history and years of service. The employer bears the investment risk and is responsible for ensuring sufficient funds are available to pay promised benefits. This contrasts with defined contribution plans where the benefit depends on investment returns.

6What is the maximum employee elective deferral limit for a 401(k) plan in 2026 for participants under age 50?

A.$20,500

B.$22,500

C.$23,000

D.$23,500

Explanation: For 2026, the employee elective deferral limit for 401(k) plans is $23,500 for participants under age 50. Participants age 50 and older may make additional catch-up contributions. These limits are adjusted annually for inflation and apply to all elective deferrals made by the participant across all 401(k), 403(b), and 457(b) plans.

7Under ERISA, a plan fiduciary must act in the best interest of whom?

A.The employer sponsoring the plan

B.The plan participants and beneficiaries

C.The plan's investment managers

D.The plan's third-party administrators

Explanation: Under ERISA, a fiduciary must discharge duties solely in the interest of plan participants and their beneficiaries, and for the exclusive purpose of providing benefits and defraying reasonable expenses of administering the plan. This is known as the duty of loyalty. Fiduciaries must also act with the care, skill, prudence, and diligence of a prudent person (duty of prudence).

8Which of the following is NOT considered an Essential Health Benefit under the Affordable Care Act?

A.Maternity and newborn care

B.Cosmetic surgery

C.Mental health and substance use disorder services

D.Prescription drugs

Explanation: The ACA requires non-grandfathered health plans in the individual and small group markets to cover 10 categories of Essential Health Benefits (EHBs), including ambulatory services, emergency services, hospitalization, maternity/newborn care, mental health, prescription drugs, rehabilitative services, laboratory services, preventive care, and pediatric services. Cosmetic surgery is not an Essential Health Benefit.

9What distinguishes a Flexible Spending Account (FSA) from a Health Savings Account (HSA)?

A.FSA funds can be invested in mutual funds while HSA funds cannot

B.FSA funds generally must be used within the plan year or be forfeited, while HSA funds roll over indefinitely

C.FSAs require enrollment in a High Deductible Health Plan while HSAs do not

D.FSAs allow both employer and employee contributions while HSAs only allow employer contributions

Explanation: The key difference is that FSA funds are subject to a 'use it or lose it' rule — unused funds generally must be forfeited at the end of the plan year (though plans may offer a $640 carryover or 2.5-month grace period). HSA funds roll over indefinitely and belong to the account holder even after leaving employment. Additionally, HSAs require enrollment in an HDHP, while FSAs do not.

10Which of the following is a qualifying event that triggers COBRA continuation coverage?

A.An employee receives a promotion

B.An employee voluntarily terminates employment

C.An employee's salary is reduced by 5%

D.An employer changes health insurance carriers

Explanation: Voluntary termination of employment is a qualifying event under COBRA that triggers the right to continuation coverage for up to 18 months. Other qualifying events include involuntary termination (except for gross misconduct), reduction in work hours, divorce or legal separation from a covered employee, death of a covered employee, a dependent child ceasing to be eligible, and Medicare entitlement of a covered employee.

About the REBC Exam

The REBC (Registered Employee Benefits Consultant) designation is awarded by NABIP to professionals who demonstrate expertise in group benefits, retirement plans, ACA compliance, ERISA regulations, executive compensation, and employee benefits plan design and administration.

Questions

100 scored questions

Time Limit

Varies by course

Passing Score

70%

Exam Fee

$250-500 per course (NABIP (National Association of Benefits and Insurance Professionals))

REBC Exam Content Outline

25%

Group Benefits & Health Insurance

Group medical plans, dental, vision, disability, life insurance, managed care, underwriting, cost containment, and self-funded plan design

20%

ACA & Healthcare Reform

Affordable Care Act provisions, Essential Health Benefits, employer mandate, affordability standards, marketplace rules, and preventive care requirements

20%

ERISA & Regulatory Compliance

ERISA fiduciary duties, plan reporting (Form 5500, SPD, SAR), COBRA continuation, HIPAA rules, claims procedures, and prohibited transactions

15%

Retirement Plans

401(k), defined benefit/contribution plans, profit-sharing, SIMPLE IRA, 403(b), 457(b), vesting, nondiscrimination testing, and PBGC insurance

10%

Executive Compensation & Flexible Benefits

Nonqualified deferred compensation, SERPs, stock options, RSUs, golden parachutes, Section 125 cafeteria plans, HSAs, FSAs, and HRAs

10%

Ethics & Professional Standards

Ethical decision-making, conflicts of interest, professional conduct, ACA ethical considerations, and NABIP Code of Ethics

How to Pass the REBC Exam

What You Need to Know

Passing score: 70%
Exam length: 100 questions
Time limit: Varies by course
Exam fee: $250-500 per course

Keys to Passing

Complete 500+ practice questions
Score 80%+ consistently before scheduling
Focus on highest-weighted sections
Use our AI tutor for tough concepts

REBC Study Tips from Top Performers

1Master ERISA fundamentals — know fiduciary duties, prohibited transactions, reporting requirements, and the claims appeal process

2Understand ACA employer mandate rules — 50+ FTE threshold, affordability test, minimum value, and ESRP penalties

3Study COBRA thoroughly — qualifying events, 18/29/36-month coverage periods, 102% premium rule, and notice timelines

4Know HSA, FSA, and HRA differences — contribution limits, rollover rules, HDHP requirements, and tax treatment

5Learn retirement plan types — defined benefit vs. defined contribution, vesting schedules, nondiscrimination tests, and 415 limits

6Review group life insurance taxation — Section 79's $50,000 exclusion and imputed income rules

Frequently Asked Questions

What is the REBC designation?

The REBC (Registered Employee Benefits Consultant) is a professional designation awarded by the National Association of Benefits and Insurance Professionals (NABIP) that demonstrates expertise in group benefits, retirement plans, ACA compliance, and employee benefits plan design. Originally offered by The American College of Financial Services, it was transitioned to NABIP (formerly NAHU) in 2017.

How do I earn the REBC designation?

To earn the REBC, you must complete 4 required courses (Ethics in Business, Group Benefits: Basic Concepts, Advanced Topics in Group Benefits, and ACA and Beyond) plus 3 elective courses from options like Account-Based Health Plans, Self-Funded Certification, Wellness Certification, and more. You must pass an exam for each course, be a NABIP member, and have 3 years of business experience.

How much does the REBC designation cost?

The total cost ranges from $1,750 to $3,500 for the full program. Individual courses cost $250-$500 each, with exam fees included in tuition. NABIP membership is also required, with fees varying by local chapter. Renewal costs $85 every 24 months for NABIP members or $125 for non-members.

How long does it take to earn the REBC?

Most candidates complete the REBC designation within 15-24 months. Each course requires 50-70 hours of study time. The program can be completed faster or slower depending on your pace, but dedicating 15-20 hours per week of study over 3-4 months per course is recommended.

Who should earn the REBC designation?

The REBC is ideal for employee benefits brokers, consultants, agents, and professionals who advise employers on group health plans, retirement benefits, and employee benefits packages. It demonstrates advanced expertise in benefits plan design, ACA compliance, ERISA regulations, and ethical practices in the employee benefits industry.

What is the difference between REBC and RHU?

Both are NABIP designations, but the REBC focuses on employee benefits consulting including group benefits, retirement plans, and executive compensation, while the RHU (Registered Health Underwriter) focuses specifically on health insurance underwriting. The REBC covers a broader range of employee benefits topics, making it ideal for consultants who advise employers on comprehensive benefits packages.