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Filing ACA Deadlines For 2022- How to Stay Compliant

FILING ACA DEADLINES FOR 2022

1095 forms delivered to employees           January 31, 2022*

Paper filing with IRS                                       February 28, 2022

Electronic filing with IRS                                March 31, 2022

*The IRS has recently proposed a new rule that automatically offers employers a permanent 30-day extension to the deadline for delivering to employees. Therefore the original deadline of January 31, 2022, will move to March 2, 2022.

Additionally, this automatic extension supplements the previous methods for applying for an extension. Because of this, employers no longer need to submit a completed paper form 8809 with a cause listed for the request.

The proposal says employers and insurers may take advantage of the extension for distributing 2021 reporting forms to employees before the rule is finalized, starting with delivering 2021 forms in early 2022. However, it does not change the due dates for filing these forms with the IRS.

Applicable Large Employers

The IRS continues to crack down on employers who refuse to offer health insurance to their employees. Large companies (those with 50 or more FTE’s or full-time equivalents) must offer their employees affordable health care insurance.

Businesses must send annual reports to the IRS that include employee headcount and information on health insurance that is offered.

Larger companies typically have no problem offering health insurance to their employees, but for smaller companies with 50-199 FTE’s, staying compliant with ACA has not been easy. Studies show that 8 percent still do not offer their employees health insurance.

Small Employers

Small employers with fewer than 50 FTE’s are usually exempt from ACA reporting requirements, but not all! Self-insured small employers are required to file Forms 1095-B and 1094-B with the IRS.

If small employers are members of a controlled or affiliated service group that collectively has at least 50 FTE’s, they are also required to file Forms 1095-C and 1094-C.

Here are 4 ways your business can make sure it stays compliant with ACA regulations this year:

Identify full-time employees aca filing deadline

It is important to monitor the number of employees you have working for your company and how many of those workers fall under the full-time category. Subsequently, payroll and HR Software typically offer employee census reports or a specific FTE equivalent report to determine the actual number of FTE employees.

Ensure your employee handbook is up to date

Clearly stating policies and benefits offered to employees in your employee handbook is critical. You may not need to outline the health care plans in complete detail but make a statement informing your employees that the option is available to them.

Be aware of the 90-day rule

Qualifying companies have 90 days from the date of hire to set their employees up with health care plans.

Stay current with the provisions if you offer group health coverage

There are many provisions under the ACA that only apply to certain types of health care plans. Visit our help center to see the most common ACA provisions affecting employers and see if it applies to you.

For your 2022 ACA reporting needs, Payroll Systems offers a reporting and filing platform to make the process as easy as possible. For example, some of the new features include:

  • Secure browser access
  • Interactive dashboard that will show plan costs, monthly contributions, and automated alerts
  • Advanced reporting that will include measurement tracking and employee census
  • Measurement visualizer tool
  • All forms filed with the IRS
  • Ongoing training webinars to keep you informed and ready to report for years to come!

Need expert help in sorting your benefits management and pre-tax plans?

Contact Payroll Systems to see how you can leverage our easily scalable solutions—from paperless new employee onboarding, paperless benefit enrollment, timekeeping systems with companion mobile app, physical clocks, and customized job costing and labor distribution reporting.

Moreover, we pair human skills and empathy with the latest technology to take on our clients’ HR and payroll processes.

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This article provides general information and shouldn’t be construed as legal or HR advice. Since employment laws may change over time and can vary by location and industry, please consult a lawyer or HR expert for advice specific to your business. You can also contact Payroll Systems to inquire about our HR support services.