Large firms must provide health insurance that complies with the Affordable Care Act’s criteria or pay a fine. Consult with tax and financial experts to learn how to avoid ACA fines.
ALEs must offer ” affordable ” coverage and “minimum value” to their full-time employees and dependents. This includes employer-sponsored group health plans, individual insurance policies, and the ACA’s Minimum Essential Coverage (MEC) rules.
Determine Your Obligations
The affordable care act employer mandate requires large employers to provide affordable health insurance coverage for their employees. These requirements are known as the pay-or-play rules or employer-shared responsibility provisions. Businesses that do not meet these requirements face costly ACA penalties from the IRS. To avoid these penalties, businesses must understand their obligations and work with financial, tax, and legal advisors to ensure compliance.
The most common ACA penalty is failing to offer full-time employees qualified health insurance coverage. This requirement applies to businesses considered applicable to large employers (ALEs). ALEs have at least 50 full-time employees on average during the previous year.
Other ACA penalties include not offering affordable coverage or coverage that does not meet minimum value and affordability requirements. There are also penalties for not properly reporting ACA information or not reimbursing employees for out-of-pocket medical expenses. These penalties can add up quickly and cost your business significant money. To help you avoid these penalties, you must understand your responsibilities and work with an experienced attorney and tax specialist.
Create a Compliance Program
The best way to avoid ACA penalties is to work with an experienced financial professional. They can help you review your employee records and create a compliance program to prevent future mistakes. They can also help you file any required documents and appeal if necessary.
Providing Health Coverage – Employers must offer affordable coverage that meets ACA specifications to all full-time employees. Employers must also offer coverage to their dependents up to age 26. If an employer does not provide affordable coverage or does not offer their dependents coverage, they may be subject to a penalty.
Reporting ACA Information – Employers must accurately report employee health insurance information to the IRS. This includes reporting information on Forms 1094-C and 1095-C. Errors in these forms can result in a penalty.
Determining if You Are an ALE – The Affordable Care Act’s (ACA) “shared responsibility” provisions, also known as the employer mandate or “play or pay” provisions, subject to applicable large employers (ALEs), defined as those with 50 or more full-time employees or their equivalents and at least 30 hours of work per week, to a federal tax penalty. Determining whether you are an ALE might be challenging.
Review Employee Records
An ACA compliance consultant can review your organization’s data and business practices to help you identify issues, prepare for potential penalties and create an effective compliance program. You must offer adequate and affordable coverage for your full-time employees to avoid the ESR penalties requiring accurate employee records.
Specifically, you need accurate information regarding the average hours your employees are compensated during each measurement period. It’s also important to understand that if your employees purchase marketplace coverage through their employer-sponsored plan and receive a PTC from the government, you may have to pay additional ACA penalties.
Moreover, to avoid an ESR penalty, your employees’ costs for the lowest cost, self-only minimum essential coverage must not exceed an ACA-specified percentage of their household income. Without access to employee records, this can be difficult to determine, so the IRS provided safe harbor calculations based on W-2 wages, pay rate, and federal poverty level. This is a complex calculation that must be reviewed annually.
Pay the Penalty
The ACA’s Employer Mandate requires businesses with 50 or more full-time employees to provide health insurance coverage that meets minimum requirements or face a penalty. However, merely not offering health coverage is not enough to trigger the penalty—two things must occur for liability to be assessed: an employee must enroll in coverage through an exchange and receive a subsidy, or the IRS must first provide a “certificate” that one or more of the employer’s full-time employees received a premium tax credit or cost-sharing reduction in exchange.
The best way to avoid future ACA penalties and fines is to consult an experienced attorney or tax specialist. They can help you determine how the law applies to your business, set up a compliance program, and review your employee records. They can also help you establish a plan to address any issues and, if necessary, file an appeal. They can also help you stay up-to-date on any changes to the ACA, including eliminating the individual mandate. If you have already received an ACA penalty, they can help you determine if it was issued incorrectly or unfairly and assist you in filing a correction with the IRS.
Despite the ongoing debate, the ACA employer mandate seems unlikely to be repealed shortly. Most experts agree that the current employer-sponsored coverage system is essential to the ACA’s success, and the benefits of universal health insurance would only be recovered with it.
As with any tax issue, it’s important to remain organized and to keep detailed records of your communications with the IRS. Documenting your discussions is vital if you need to contest a penalty assessment, and the IRS encourages businesses to keep tax information for at least three years.
To avoid paying a fine, employers must provide health insurance that satisfies minimal value and affordability standards under the ACA’s Employer Mandate. The ACA’s individual and family, health insurance market includes several key features, including guaranteed issue and portability, no preexisting condition exclusions or annual or lifetime limits, adjusted community rating, and subsidized coverage for low-income individuals.