HR Compliance & Support

Compliance & Administration

Stay compliant without wearing every hat

Benefit rules change every year, and a missed deadline or notice can mean real fines. We keep your plans compliant and the paperwork moving, so you can get back to running the business.

COBRA

Someone just left. Now what?

Election notices, enrollment, filings and clear communication with former employees.

ERISA

Is your plan document up to date?

Wrap documents, SPDs and SMMs, summary annual reports and required notices.

HIPAA

Who can see employee health info?

Privacy rules and safe handling of protected health information.

FMLA

Leave request on your desk?

Leave rules and how benefits continue while an employee is out.

ACA Compliance

The employer mandate, in plain English

If you have 50 or more full-time employees, including full-time equivalents, the Affordable Care Act expects you to offer affordable coverage that meets minimum value. Here’s what that means for 2026.

$3,340

Not offering coverage

Per full-time employee per year, minus the first 30, if even one employee gets a Marketplace subsidy.

$5,010

Coverage that falls short

Per full-time employee who gets a subsidy, capped at the no-coverage amount.

Affordable: the employee’s cost for the lowest-priced self-only plan is no more than 9.96% of household income for 2026.
Minimum value: the plan pays at least 60% of the total cost of covered services.
Offer to 95%: coverage must go to at least 95% of full-time employees and their dependent children.
Waiting periods: no longer than 90 days before coverage starts.
Reporting: Forms 1094-C and 1095-C every year.

How we keep you on track

Tracking employee hours to know who's full-time
Offering coverage to everyone who's eligible
Form 1094-C and 1095-C reporting
Required employee notices
Training for HR staff and employees
Alerts when rules or figures change

ACA Penalty Estimator · 2026

What could a gap cost you?

A quick estimate based on 2026 IRS figures.

Full-time employees (30+ hours a week) What do you offer today?

Full-time employees likely to get a Marketplace subsidy

Employees who buy their own plan with a premium tax credit.

Estimated annual penalty

Estimate only, using 2026 amounts. Actual penalties are calculated monthly by the IRS and depend on your specific facts. Not tax or legal advice.

Plan Administration

The paperwork behind your plan, handled

Tax-advantaged accounts and alternative funding save money, but each one comes with setup, documents and ongoing administration. We take care of that side so the savings don’t turn into extra work.

Looking for the savings strategies? See Cost Saving Strategies →

FSA, HSA & HRA

Setup, contribution limits and claims administration, coordinated with your plan.

Premium Only Plans

The plan document and setup that let employees pay premiums pre-tax.

Self-Funded & Level-Funded

Plan administration, stop-loss coordination and reporting.

Enrollment & Changes

New hires, terminations and life events, handled through Employee Navigator.

Questions

What employers ask us about compliance

Does the ACA employer mandate apply to my business?

It applies to applicable large employers, generally those with 50 or more full-time employees, including full-time equivalents, in the prior year. Part-time hours count toward that total, so it’s worth checking even if you have fewer than 50 full-time staff.

What makes coverage “affordable” under the ACA?

For 2026 plan years, the employee’s cost for the lowest-priced self-only plan can’t be more than 9.96% of their household income. Since employers rarely know household income, the IRS allows safe harbors based on W-2 wages, rate of pay or the federal poverty line.