Important: education, not legal advice
This page explains employee-benefits compliance concepts in plain English. It is educational only and is not legal advice. Benefits law is complex and changes often. Always confirm your obligations with qualified legal counsel. We are happy to coordinate with your attorney and help you understand what your advisors are telling you.
ACA: the employer basics
The Affordable Care Act requires applicable large employers, generally those with 50 or more full-time-equivalent employees, to offer affordable minimum-value coverage to full-time employees or face potential penalties. It also brings annual reporting obligations and employee notice requirements. [NEEDS INPUT: Alex to confirm current ACA employer shared-responsibility penalty figures and reporting forms before publishing.]
Where many employers get tripped up is not the big idea but the details: who counts as full-time, how affordability is measured, and which deadlines apply. We help you understand the framework and coordinate with your payroll or reporting vendor so nothing slips.
ERISA: the basics
The Employee Retirement Income Security Act sets federal standards for most employer-sponsored benefit plans. In practice, that means having a written plan document, providing employees a summary plan description (SPD), and, for larger plans, filing Form 5500 annually. [NEEDS INPUT: Alex to confirm Form 5500 filing thresholds and any additional documents to reference.]
COBRA: the basics
COBRA lets employees and their families continue group health coverage for a limited time after a qualifying event such as termination or reduced hours, usually at their own cost plus an administrative fee. Employers have specific notice and administration duties, and mistakes here are expensive. [NEEDS INPUT: Alex to confirm COBRA administration approach: in-house guidance vs. third-party administrator referral.]
Reporting and notices
Beyond the big three, employers juggle a calendar of required notices and filings: from SBCs and Medicare Part D notices to state-specific requirements that vary by where your employees work. [NEEDS INPUT: Alex to confirm the required-notice checklist for the current plan year.] We help you build that calendar and keep it current, so compliance becomes a routine, not a scramble.
How we help
We do not replace your attorney. We make your attorney’s job easier. We translate compliance requirements into plain English, keep your deadlines organized, coordinate documents and notices, and flag changes that affect your business. Education first, always.
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