Know where you stand before a deadline finds you.
Affordable Care Act obligations turn on whether you are an applicable large employer, which depends on full-time and full-time-equivalent counts rather than a simple headcount. Companies cross that threshold without noticing, particularly when part-time hours add up or when related entities are aggregated.
We run a compliance checkup at no charge: your employee counts, your plan’s affordability and minimum value, your reporting obligations, and the notices you are required to give employees. You get a plain summary of what applies to you and what does not.
Where something needs an attorney or your CPA, we will say so. We are benefits brokers, not counsel, and the difference matters when penalties are involved.
- Applicable large employer status review, including full-time equivalents
- Affordability testing against the current safe harbors
- Minimum value and minimum essential coverage checks on your plan
- Forms 1094-C and 1095-C reporting guidance and deadlines
- Required employee notices and when they must be issued
- Written summary of what applies to your business
ACA, answered.
How do we know if we are an applicable large employer?
It is based on the average number of full-time employees plus full-time equivalents across the prior calendar year, counted month by month. Part-time hours aggregate into the count, which is why employers with a large part-time workforce are the ones most often caught out.
What makes coverage "affordable"?
Affordability is measured against the employee’s cost for self-only coverage on your lowest-cost plan that meets minimum value, tested against a percentage of household income using one of the IRS safe harbors. The percentage is adjusted annually, so a plan that passed last year can fail this year without anything changing on your end.
What are the penalties?
There are separate penalties for failing to offer coverage to enough full-time employees and for offering coverage that is not affordable or does not meet minimum value, plus penalties for late or incorrect information returns. They are assessed per employee and per return, which is how they get large.
We are under 50 employees. Does any of this apply?
The employer mandate and its reporting generally do not, but some requirements still reach smaller employers — summary of benefits and coverage, certain notices, and reporting tied to specific plan types. The checkup tells you which apply to you.
The rest of the administration.
Benefits Enrollment
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Read more →COBRA Administration
Deadline-driven notices handled by a professional administrator.
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Read more →Request the free compliance checkup.
No obligation, and no charge. Most take under a week to turn around.