by admin | Sep 2, 2025 | ACA, Compliance, Employee Benefits
How to position yourself as a trusted ACA compliance advisor
For brokers and benefits advisors, Q4 planning doesn’t start in October. It starts now.
September marks a critical moment in the annual ACA compliance cycle, when employers begin thinking about year-end strategies, benefits renewals, and how to avoid last-minute reporting panic. That makes now the perfect time to deepen your role as a strategic advisor and help clients get ahead of the curve.
Here’s how you can stand out by guiding clients through ACA compliance before it becomes a scramble, and why it will pay dividends well into 2026.
📌 Step 1: Help Clients Take Stock of Their Workforce Now
The foundation of ACA compliance is accurate employee classification. Yet many employers still struggle to determine:
Brokers can add immediate value by helping clients audit their headcounts and hours before Q4 begins. That insight informs both ACA reporting and benefits planning decisions, and helps prevent costly missteps when deadlines hit.
🧠 Step 2: Educate on What’s Changed and What’s Coming
ACA rules don’t change often, but confusion persists. Many clients are unaware of:
- State-specific ACA mandates (California, New Jersey, Rhode Island, Vermont, Massachusetts, and Washington DC)
- Updated penalty thresholds and IRS enforcement priorities
- New reporting formats or system changes that could impact submissions
Providing timely updates and checklists positions you not just as a broker but as a compliance partner. You can even use these touchpoints to introduce solutions like ACA reporting automation or integrated compliance tools.
📊 Step 3: Map Out a Reporting Game Plan Before the Crunch
ACA compliance starts with good planning, and now is the time to get ahead. By August, many employers are wrapping up plan design decisions for the next year, making it an ideal time for brokers to:
- Review last year’s filing process (what worked and what didn’t)
- Flag missing or incomplete employee data
- Identify vendors or tools that can simplify electronic filing
- Offer ACA services or connect clients to trusted platforms
The earlier your clients begin organizing data and confirming eligibility, the fewer errors and penalties they’ll face later. And the more indispensable you become in their eyes.
🎯 Position Yourself as the Solution, Not Just the Messenger
ACA compliance is often seen as a burden. But for brokers, it’s a huge opportunity to differentiate. Instead of only alerting clients to upcoming requirements, step in as the solution:
✅ Offer ACA strategy sessions during annual benefits reviews
✅ Share tools and resources that support self-filing or full-service options
✅ Leverage partnerships with platforms like Mitratech Mineral to deliver expert-backed compliance
When you help clients manage risk and reduce workload, you go from being a benefits provider to a business advisor and partner.
🗓 Ready to Dive Deeper?
Join us for a special webinar:
Beyond the Basics: Mastering ACA Compliance for Multi-State Employers
📅 Thursday, September 18, 2025 | 1:00 PM ET
🎙️ Featuring Angela Surra, Principal Benefits Expert at Mitratech Mineral
👉 Register Now
Final Thought
The best brokers know that compliance isn’t a once-a-year conversation, it’s an ongoing strategy. By helping your clients get ACA-ready now, you’re not just solving a problem. You’re showing up as the expert they trust to protect their business, simplify their operations, and keep them ahead of what’s next.
Looking for the right tool to help your clients stay compliant and stress-free? The ACA Reporting Hub from Mitratech Mineral is purpose-built to support brokers and the employers they serve. Whether you’re offering ACA as a service or guiding clients through self-filing, our platform combines automation with compliance expertise to simplify the entire process.
By Brian Costello
Originally posted on Mineral.com
by admin | Jul 28, 2025 | ACA
Big changes are coming to women’s preventive care coverage! Starting with plan years on or after December 31, 2025, group health plans and health insurance issuers must expand their no-cost coverage for women’s preventive care. This expansion includes additional breast cancer imaging or testing needed to complete an initial mammogram, as well as patient navigation services for breast and cervical cancer screenings.
These updates fall under the Affordable Care Act’s (ACA) preventive care mandate, which requires most health plans to cover a range of preventive services without deductibles, copayments, or coinsurance when using in-network providers. The ACA’s guidelines are regularly updated.
The latest HRSA-supported guidelines, updated on December 30, 2024, specifically expand breast cancer screening to include necessary follow-up imaging (such as MRIs or ultrasounds) or pathology evaluations beyond the initial mammogram. Additionally, starting in 2026, patient navigation services for breast and cervical cancer screening and follow-up will be covered. These services offer personalized support, help with healthcare access, referrals to essential services (like language translation or transportation), and patient education.
by admin | Feb 26, 2025 | ACA, Custom Content
At the close of 2024, Congress passed two new pieces of legislation: the Paperwork Burden Reduction Act and the Employer Reporting Improvement Act. These laws simplify the Affordable Care Act (ACA) reporting requirements for employers and introduce new limits on the IRS’s authority to enforce “pay-or-play” penalties, among other changes.
Under the ACA, applicable large employers (ALEs) and non-ALEs with self-insured health plans must report to the IRS regarding the health plan coverage they offer (or don’t offer) to their employees. Additionally, they must provide individual statements about their health plan coverage.
Previously, ALEs were required to send a health coverage statement (Form 1095-C) to each full-time employee within 30 days of January 31 each year. The IRS allowed non-ALEs with self-insured plans to provide health coverage statements (Forms 1095-B) to covered individuals only upon request. Starting in 2025, ALEs will have the same flexibility as non-ALEs to provide Forms 1095-C upon request.
As a result, employers are no longer obligated to send Forms 1095-C or 1095-B to individuals unless specifically requested. Employers must inform individuals about this option in compliance with any IRS guidelines. Requests for forms must be fulfilled by January 31 of the year following the calendar year to which the return pertains, or within 30 days of the request, whichever is later. These forms may be sent electronically to individuals who have previously consented.
Although the new laws offer reporting flexibility, ALEs and non-ALEs with self-insured plans are still required to submit ACA returns to the IRS. The deadline for electronic filing is March 31, 2025.
Additionally, ALEs may face IRS penalties if they fail to offer affordable minimum essential coverage under the ACA’s employer shared responsibility (pay-or-play) rules. The new legislation extends the time ALEs have to respond to IRS penalty assessment warning letters from 30 days to 90 days. It also establishes a six-year limit on the IRS’s ability to collect penalty assessments.
by admin | Feb 6, 2025 | ACA, Compliance
For employers subject to the Affordable Care Act (ACA), staying compliant with reporting requirements is non-negotiable. With 2025 due dates just around the corner, now is the time to prepare for distributing Forms 1095-C to employees and filing with the IRS. These forms provide essential information about health coverage offered to employees and are critical for demonstrating compliance with the ACA’s employer mandate. Missing these deadlines can lead to potential costly penalties and compliance headaches.
Key ACA Reporting Deadlines for 2025
Here are the critical dates you need to mark on your calendar for reporting on the 2024 tax year:
- March 3, 2025:
Deadline for furnishing Form 1095-C to employees.
Employers must provide their employees with a copy of Form 1095-C, which details the health coverage offered, by this date.
- February 28, 2025:
Deadline for paper filing with the IRS.
Employers filing fewer than 10 forms (aggregated with other forms, such as W-2, 1099) may submit paper forms to the IRS. Note: Paper filing is only an option for small employers below the e-filing threshold.
- March 31, 2025:
Deadline for electronic filing with the IRS.
Employers submitting 10 or more forms are required to file electronically. The extra time provided for electronic filing gives employers a little breathing room, but it’s essential to plan ahead and avoid last-minute delays.
Penalties for Missing ACA Reporting Deadlines
Failing to meet ACA reporting deadlines can result in hefty penalties:
- Late Furnishing to Employees:
Employers can be fined up to $310 per form for not providing Form 1095-C to employees by March 3, 2025.
- Late Filing with the IRS:
Penalties start at $60 per form for filing within 30 days of the deadline but can escalate to $310 per form for longer delays.
- Incorrect or Incomplete Information:
Filing forms with incorrect data, such as employee names or Social Security Numbers, can lead to additional penalties.
- Intentional Disregard:
If the IRS determines that an employer intentionally ignored filing requirements, penalties can skyrocket to $630 per form with no annual cap.
Checklist to Stay on Track for ACA Reporting in 2025
Use this checklist to ensure timely and accurate submissions:
- Verify Employee Data:
Review employee names, SSNs, and coverage details for accuracy.
- Select Your Filing Method:
Determine whether you’ll file on paper (if eligible) or electronically. Ensure you have the necessary software for electronic submissions.
- Monitor Deadlines:
Set reminders for March 3(employee furnishing), February 28 (paper filing), and March 31 (electronic filing).
- Test Your Process:
If filing on your own, conduct a test submission through the IRS AIR system to identify potential errors before the official filing.
- Leverage Technology:
Use an ACA compliance software solution to automate form generation, validation, and submission.
- Train Your Team:
Ensure HR, payroll, and benefits teams understand the reporting requirements and deadlines.
- Work with Experts:
Consider outsourcing ACA compliance to a trusted vendor if your internal resources are limited.
Conclusion
ACA reporting doesn’t have to be overwhelming—preparation is key. By understanding the deadlines, filing methods, and potential pitfalls, employers can stay compliant and avoid penalties. With the reporting season fast approaching, now is the time to finalize your plans, gather your data, and ensure you’re ready to meet the 2025 deadlines.
Originally posted on Mineral
by admin | Oct 29, 2024 | ACA, Compliance
The Department of Health and Human Services (HHS) has issued a final rule that significantly expands the Mental Health Parity and Addiction Act (MHPAEA) requirements under the Affordable Care Act (ACA). This rule aims to ensure that health plans provide equal coverage for mental health and substance use disorder (MH/SUD) benefits as they do for medical benefits.
Key Changes in the Final Rule:
Expanded Parity Definition: The rule expands the definition of mental health conditions to include substance use disorders and conditions associated with autism spectrum disorder.
Expanded Treatment Limitations: The rule prohibits health plans from imposing stricter limitations on mental health benefits than those applied to medical benefits. This includes limitations on the number of visits, days of service, or types of treatments.
Enhanced Enforcement: The rule strengthens enforcement mechanisms to ensure compliance with mental health parity requirements.
Implications for Health Plans and Employers
Compliance Review: Health plans will need to review their benefit plans to ensure they comply with the expanded parity requirements.
Benefit Design Changes: Some plans may need to be modified to eliminate discriminatory treatment of mental health benefits.
Increased Costs: The expanded parity requirements may lead to increased costs for health plans.
Improved Access to Care: The rule is expected to improve access to mental health and substance use disorder treatment for individuals with health insurance coverage.
Next Steps for Employers and Employees
Review Your Plan: Employers should review their health plans to ensure compliance with the expanded parity requirements.
Understand Your Benefits: Employees should become familiar with their mental health benefits and how they are covered under their plan.
Seek Assistance: If you have questions or concerns about your mental health benefits, contact your health plan or your employer’s human resources department.
The final rule represents a significant step forward in ensuring that individuals with mental health and substance use disorders have access to the same level of care as those with medical conditions. By understanding the expanded parity requirements, employers and employees can work together to improve access to mental health treatment and promote overall well-being.
by admin | Oct 7, 2024 | ACA, Compliance
