It can, a year after the hiring.
Applicable-large-employer status is set by your headcount in the prior calendar year. An award that doubles a workforce shows up as an obligation the following year.
The short answer, then the detail.
How it works
- Full-time employees plus full-time equivalents, averaged across the months.
- Prior year’s result sets status for the next.
What to watch
- Related companies can be counted as one employer.
- A recompete that shrinks the workforce does not end the obligation in that year.
What CFH does
- Runs the look-back against your award calendar.
- Has the offer and the reporting ready before the year they apply.
General information, not legal advice. Your wage determination and contract clauses govern, and contracts counsel decides how they apply to you. We bring counsel in.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents, two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
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