Articles

Running a business means juggling countless responsibilities—managing teams, serving clients, and keeping operations smooth. Amid the chaos, benefits compliance often gets overlooked.

In 2025, the IRS has eased the federal requirements for distributing Form 1095-C, allowing employers to issue them only upon request.However, several states continue to enforce stricter mandates requiring automatic distribution.

The regulatory landscape of the Affordable Care Act (ACA) is evolving, placing increased pressure on Applicable Large Employers (ALEs) and benefits brokers to stay proactive—not just compliant.

ACA compliance involves much more than meeting the deadline for submitting IRS Forms 1094/1095-C. The greater risk lies in the integrity of the data behind those forms.

Not always. Starting with the 2024 tax year, employers no longer have to automatically send Form 1095-C to every full-time employee.

The Internal Revenue Service (IRS) has intensified its enforcement of the Affordable Care Act (ACA) for the 2023 tax year, issuing Letters 5699 and 226-J to employers with potential reporting discrepancies or compliance issues.

Recent updates to the Affordable Care Act (ACA) have introduced key legislative changes affecting Applicable Large Employers (ALEs). The Employer Reporting Improvement Act (H.R. 3801) and the Paperwork Burden Reduction Act (H.R. 3797) aims to streamline reporting and reduce administrative burdens.

In an effort to streamline reporting requirements and improve the process for employers and health insurers, the Employer Reporting Improvement Act (H.R. 3801) introduces significant changes to provisions under the Patient Protection and Affordable Care Act.

The Employer Reporting Improvement Act, signed into law on December 23, 2024, updates the reporting requirements under the Affordable Care Act (ACA) to make it easier for employers and health insurance providers to comply while ensuring that individuals have the necessary health coverage.

Enhanced Affordable Care Act (ACA) subsidies lower premium payments for ACA Marketplace coverage by boosting existing ACA subsidies and making some people newly eligible. Enrollees across incomes benefit from these subsidies.

With Donald Trump set to return as president of the United States and the Republican Party holding majorities in both the Senate and the House, questions arise about the future of the Affordable Care Act (ACA) and the potential changes to employer compliance obligations.

With the ACA 1094/1095-C filing deadline approaching, employers need to prepare for this critical compliance requirement. These forms provide essential details about the health insurance coverage offered to employees, helping the IRS enforce ACA mandates.

For the 2024 calendar year, Applicable Large Employers (ALEs) must distribute Form 1095-C to eligible employees by March 3, 2025. Forms 1094 and 1095-C must be filed with the IRS by March 31, 2025, when filing electronically.

Recent discussions in Washington, D.C., have shifted from efforts to dismantle the Affordable Care Act (ACA) to focusing on the future of its premium subsidies, which are scheduled to end in 2025, as reported by The Washington Post on September 12.

In order to support a permanent extension of tax credits under the Affordable Care Act, the American Hospital Association has drafted a letter to congressional leaders along with the five other national organizations that include the American Medical Association, AHIP, Blue Cross Blue Shield Association, Federation of American Hospitals and the American Academy of Family Physicians.

While the country is reeling from more than 130,000 COVID-19 deaths and the most significant recession since the Great Depression, several Republican-led states and the Justice Department are making the case for invalidating the Affordable Care Act (ACA), taking health insurance away from 27 million Americans and leaving at least 54 million with preexisting health conditions potentially uninsurable.

Employees have an extended timeframe to, in part, elect COBRA, make COBRA payments, add dependents, and appeal denials of benefits. As the timeframe may extend beyond the current plan year, in some cases with coverage going into effect retroactively for many months, there are concerns about what gaps in insurance coverage there could be. This may particularly be an issue with stop loss insurance.

On September 17, 2020, California Governor Newsom signed Senate Bill 1159 into law. The new state law, which has an immediate effect, applies if an employee in California has a COVID-19-related illness during the period beginning March 19, 2020 and ending December 31, 2022.

The stage is all set for a renewed legal battle against Affordable Care Act (ACA). On November 10th, a week after the presidential elections, the Supreme court will hear arguments as to whether the ACA should remain the law or be stricken down. This is as per the Supreme court's argument calendar.