ADP Health Compliance 2025 Verified Reviews, Pros & Cons

I have tremendous faith that everything’s being done correctly and accurately — and that level of precision and accuracy is so much greater than when we did this manually. Improve claims management and help reduce unemployment costs, from separation to reemployment and onboarding (I-9, E-Verify). Move money to your workforce with a flexible, compliance-enabled payment solution – easily, and confidently. Simplify compliance complexity, close technology gaps and minimize disruptions.

Integrating compliance and HCM solutions

• As we had used ADP for our payroll since we began (in 2008) and had integrated the benefits module around the same time, it was easy to implement.
• For employers subject to the ACA, compliance entails offering the required health coverage to full-time employees, submitting health coverage information to the IRS, and following specific guidelines for employee classification.
• The ACA reporting tools in Workforce Now (WFN) are clumsy where ADP Health Compliance has real time data available.
• Line 15 should only be completed if Code 1B, 1C, 1D, or 1E is entered on Line 14.
• Every year, employers must file Form 1095-C with the IRS and provide it to all full-time employees or those enrolled in self-insured coverage for any month during the year.
• Simplify compliance complexity, close technology gaps and minimize disruptions.
• Our confidence in the system is strong and so we feel there is very little validating we need to do to confirm accuracy.

The study shows that a significant proportion of employers – who have or are planning to extend health care benefits – report they remain unsure concerning which of the three affordability safe harbors they will utilize for their employees. To determine the monthly employee contribution, an employer may divide the total employee share of the premium for the plan year by the number of months in the plan year to determine the monthly employee contribution for the plan year. This provision is helpful for employers that administer weekly or biweekly payroll periods, because more than four weekly payrolls or more than two biweekly payrolls occasionally fall within a calendar month. Line 15 should only be completed if Code 1B, 1C, 1D, or 1E is entered on Line 14.

Employee Resources

The employee data is fairly easy to read and shows eligibility calculations for all measurement periods. Proactively address the demands of the Affordable Care Act (ACA) and state health coverage reporting. The massive data points needed to calculate and provide accurate reporting for compliance is massive. ADP imports my data from my system of adp health compliance record and the calculations are seamless. When you partner with ADP, your organization’s ACA compliance is backed by real-time status visibility, and seamless data integration all designed to help you keep your business in compliance and penalty-free.

Great Investment for ACA

The federal agency has been issuing Letter 226J penalty notices to employers identified as having failed to comply with the ACA’s Employer Mandate for the 2016 tax year, and will continue to do so for subsequent tax years. Starting January 1, 2020, employers may offer employees an ICHRA instead of offering a traditional group health plan to reimburse medical expenses, like monthly premiums and out-of-pocket costs such as copayments and deductibles. An offer of an ICHRA counts as an offer of health coverage under the employer mandate of the Affordable Care Act , is subject to the ACA’s affordability and minimum value requirements, and also affects ACA information reporting. The IRS has not yet published draft 2020 Instructions for Forms 1094-C and 1095-C. Affordable Care Act reporting is the action of filing required information to the Internal Revenue Service and sending copies to recipients/employees. The Affordable Care Act requires employers to file annual information returns with the IRS and furnish statements to employees on healthcare plan coverage information.

• The solution’s user dashboards feature the new ADPVisual Design Language (VDL) for a consumer-friendly user experience.
• Established, automated and recurring integration from any Payroll, HR or Benefits system not only addresses integration at the point of Implementation, but also provides a peace of mind regarding your ACA compliance status throughout the year.
• ADP gives you the tools, knowledge and service you need to stay compliance-ready.
• Greatland has three options, designed to fit your budget and business needs, to file Forms 1095-B and 1095-C to the IRS and send copies to your employees.
• This form acts as a cover sheet including aggregate data, such as the number of full-time employees per month and the tally of issued 1095-C forms.
• This essential document details the type of health coverage offered, the lowest premium available to each employee, and the specific months when coverage was accessible, including when the employee and dependents were enrolled.

ADP Health Compliance vs. Frontline HCM (Aesop Online)

According to the ADP RI study, employers are shifting health care-related costs to their employees. About 70% of midsized organizations and 80% of large organizations are increasing the share of costs that they charge their employees in the form of deductibles and co-pays. Under the ACA, employers with 50 or more full-time employees (including full-time equivalent employees) are required to provide health coverage to anyone who averages at least 30 hours per week or 130 hours per month. This obligation extends to non-traditional workers, including seasonal employees and F-1 visa holders. It’s important for employers to assess each employee’s hours of service in relation to the ACA’s full-time definition, regardless of how they classify full-time and part-time employees internally. The ACA is intended to ensure that certain employers offer health coverage to their employees that meets the ACA’s requirements for coverage and affordability.

General Business Overview

If employees are not measured correctly, or offered benefits incorrectly, too late, or not at all, there’s the potential for significant penalties. For example, changing an employee’s work location, which is a routine occurrence in today’s environment, could trigger a change in reporting at the state level. While many businesses used to possess the financial wherewithal to absorb penalties, in a challenging economic environment, the impact of a penalty could create severe, long-lasting repercussions. To avoid the employer mandate penalty, full-time employees and their dependents should be offered affordable coverage that provides minimum value no later than the first day of the fourth full calendar month of employment. If you hire seasonal and variable-hour employees, you must track their hours using either the look-back measurement method or the monthly measurement method, according to the IRS. Another area in which employers are challenged is how to address affordability requirements under the ACA.

“The ACA has transformed the practice of workforce management into a fluctuating system of checks and balances, and one missed step can be the difference between compliance and significant financial penalties,” said Saliterman. “ADP Health Compliance’s managed service feature is truly unique and can provide large employers with the expertise that only a leader in tax and compliance can deliver.” To comply, employers and insurers are required to file to the IRS and provide copies to recipients. Greatland has three options, designed to fit your budget and business needs, to file Forms 1095-B and 1095-C to the IRS and send copies to your employees.