The mandate starts at fifty, and a high-turnover workforce makes the count easy to get wrong.
An agency is an applicable large employer when it averages 50 or more full-time employees, counting full-time equivalents. The count is made over the prior year, so turnover and part-time hours both matter.
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Part-time hours add up to full-time equivalents.
What Is Actually True
The count adds full-time employees to a monthly figure for part-time hours converted to equivalents. An agency with many part-time caregivers can reach the threshold without many full-time ones.
The result depends on the year’s data, not a single month, so it can change from one year to the next.
What We Do About It
We run the count on a full year of payroll hours and show how close you are to the line, in either direction.
If you are near it, we plan ahead so the offer, contribution and reporting are ready before the obligation begins.
From a rough guess to a documented count.
What We Need
Monthly payroll hours by caregiver for the prior year.
What We Do
We calculate full-time employees and full-time equivalents by month and average them.
What You Get
A written count, your distance from the threshold and a plan for either side of it.
Questions on this topic.
Short answers for agency owners.
What is a full-time equivalent?
A way to convert part-time hours into a number of full-time employees. The monthly hours of part-time staff are totaled and divided by 120.
Does the count use the current year or the prior year?
The status for a given year is generally determined by the prior calendar year’s count. We confirm the rules that apply to you.
What if we are just under fifty?
Staying under is not a plan by itself, since growth can change it. We help you prepare so crossing the line is not a surprise.
General information, not legal or tax advice. Confirm the rules that apply to your agency with your attorney or tax advisor.
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.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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