Employer Deadline Extended For Furnishing 2017 Aca Forms

aca reporting 2017

An employer that is a governmental unit that sponsors a self-insured health plan may designate a DGE for its reporting obligations under section 6055, as discussed in the question above, but decide not to designate a DGE for its reporting obligations under section 6056. For details on which forms to complete and how, see the Instructions for Forms 1094-C and 1095-C. A person may be designated to file the return and furnish the statements under section 6056 on behalf of the ALE Member if the person is part of or related to the same governmental unit as the ALE Member.

aca reporting 2017

While this notice provides relief of the January 31 deadline, it doesn’t change due dates for providing Forms 1094-B, 1095-B, 1094-C and 1095-C to the IRS. These dates remain February 28, 2018, when paper filing and April 2, 2018, for electronic filers. Employers may request a 30-day extension for filing forms with the IRS by submittingForm 8809. This publication outlines the communication procedures, transmission formats, business rules, and validation procedures for electronically transmitted information returns. The list of error codes and messages has been updated for the 2018 processing year. The publication also explains the process for requesting extensions of the filing deadlines, which will be available starting in January 2018. Despite the delay, employers and other coverage providers are encouraged to furnish 2017 statements to individuals as soon as they are able.

Irs Extends Due Date For Employers And Providers To Issue Health Coverage Forms To Individuals

A government entity that is appropriately designated to file for another governmental unit is referred to as a Designated Government Entity . This requirement applies for Forms W-2 under the provisions of section 6051, but does not apply for a Form 1095-C. Accordingly, an employer may, but is not required to, furnish a Form 1095-C upon an employee’s request following a termination of employment. Also note that if the employer furnishes a Form 1095-C to the employee under these circumstances and the relevant information changes , the employer will need to furnish an updated Form 1095-C to the employee reflecting the updated information as filed with the IRS. The regulations permit, but do not require, ALE Members to furnish Form 1095-C electronically to full-time employees if notice, consent, and hardware and software requirements are met. The regulations require that, for each full-time employee to whom the information is furnished, the ALE Member must obtain consent from the employee before Form 1095-C may be furnished electronically.

aca reporting 2017

However, the ALE Member remains subject to any potential liability under section 4980H. An ALE Member must generally furnish Form 1095-C on or before January 31 of the year immediately following the calendar year to which the information relates. And under the section 6056 regulations, the IRS may grant extensions of time of up to 30 days to furnish Form 1095-C for good cause shown. The ALE Member is still required to file and furnish Forms 1095-C for all aca reporting 2017 its full-time employees who were full-time employees for one or more months of the calendar year. Large employers should also be on the lookout for exchange subsidy notices alleging that a full-time employee received subsidized coverage on an exchange because the employer failed to provide qualifying coverage. Those notices, pertaining to 2015 coverage, are now being sent from the ACA’s Health Insurance Marketplace, which recently provided this sample.

Tax Reform Does Not Change Requirements For Employers

But see the next question regarding information reporting under section 6055 for ALE Members that sponsor self-insured health plans that may be required on Form 1094-C and Form 1095-C if those ALE Members have no full-time employees. See Identification of Full-Time Employees in the Employer Shared Responsibility FAQs for more information on identifying full-time employees. Applicable large employers with 50 or more full-time employees or equivalents (when combining part-time hours) must distribute to enrolled employees and file with the IRS Form 1095-C, showing compliance with employer shared responsibility/minimum essential coverage requirements.

The IRS already has issued the filing schedule for reporting ACA-mandated employee data for the 2017 tax year. The agency is expected to start sending notices of penalty assessments by the end of the year for those companies who did not comply with ACA provisions and IRS filing requirements. The IRS has issued the filing schedule for reporting ACA-mandated employee data for the 2017 tax year. The agency is expected to start sending notices of penalty assessments by the end of the year for those companies who did not comply with ACA provisions and IRS filing requirements for the 2015 tax year.

aca reporting 2017

The IRS is encouraging reporting entities to furnish statements as soon as they are able. As with last year, the IRS states in the Notice that individuals may file their individual tax return prior to receiving the Forms 1095-B and/or 1095-C by relying on any other information received from the employer or coverage provider (e.g., insurance carrier). Despite the extension in the due date to March 2, 2018, for furnishing the 1095-C forms, employers should continue efforts to comply with the ACA reporting requirements. In subsequent reporting years, you must report any Part-Time Employee , Retiree and COBRA-eligible former/terminated Employee ONLY if such individual is actually enrolled in the health plan. That employee must be reported by coding 1G for the Offer or Coverage , no Employee Share and no 4980H Safe Harbor Code . Any of these individuals who have a covered spouse and/or dependent must also be reported under PART III of the Form 1095-C. This is to satisfy the Individual Mandate Reporting requirement. The IRS does offer “Good Faith Relief” from filing penalties for timely filed forms if they are incomplete or incorrect for 2015 or 2016.

Irs Releases Aca Reporting Updates, Including 2017 Forms 1094

Coverage providers and employers that can show good-faith efforts to comply with these ACA-reporting requirements may avoid the substantial penalties that would otherwise apply. As with the relief granted for 2015 and 2016, however, this relief does not apply to missing or late filings. So coverage providers and employers should continue to work toward meeting these filing deadlines. An ALE Member reporting under the Qualifying Offer method may net sales furnish a simplified statement to an employee that received a Qualifying Offer for all 12 months of the calendar year rather than furnishing a copy of the Form 1095-C that will be filed with the IRS. In general, however, an employer that sponsors a self-insured plan may not use the alternative statement for any employee who has enrolled in that self-insured coverage because the employer is required to report that coverage on Form 1095-C.

IRS notice Letter 5699 titled “Request for Employer Reporting of Offers of Health Insurance Coverage” is being distributed to employers that failed to provide Form 1095-C and file copies with Form 1094-C regarding reporting for 2015 or 2016. Employers that receive this letter will only have 30 days to complete and return the form. Then, the IRS extended the ACA reporting deadlines for all employers across the board and discontinuing any individual exemptions. We may have barely made it through the 2016 deadline for ACA reporting but it’s time to start thinking about 2017. In the ACA reporting form 1094’s inaugural year, the IRS gave companies a break with extended deadlines and leniency for “good faith effort” from companies who didn’t get it quite right. The IRS announced Nov. 29, 2018, that it extended the 2019 due date for certain entities to provide 2018 health coverage information forms to individuals.

Extend good-faith transition relief from penalties related to 2017 information reporting under Sections 6055 and 6056. The deadline for furnishing individual statements under Sections 6055 and 6056 for 2017 has been extended for 30 days. It is not intended to provide advice or address the situation of any particular individual or entity. While care has been taken to produce this document, ABD does not warrant, represent or guarantee the completeness, accuracy, adequacy, or fitness with respect to the information contained in this document. The information provided does not reflect new circumstances, or additional regulatory and legal changes. The issues addressed may have legal, financial, and health implications, and we recommend you speak to your legal, financial, and health advisors before acting on any of the information provided.

  • For the latest on how federal and state tax law changes may impact your business, visit the ADP Eye on Washington Web page located at /regulatorynews.
  • To simplify the section 6056 reporting process, certain information required to be reported to the IRS and furnished to full-time employees is reported through the use of indicator codes rather than by providing more detailed information.
  • For instance, in the example in the above question, assume an employee worked for both Division A and Division B of Corporation XYZ during the year.
  • Self-funded employers who also are ALEs may use Forms 1095-C and 1094-C in lieu of Forms 1095-B and 1094-B.
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Employers, regardless of size, that sponsor a self-funded (self-insured) health plan providing minimum essential coverage are required to report coverage information about enrollees. To meet this reporting requirement, the employer furnishes Form 1095-B to the primary enrollee and files copies, along with transmittal Form 1094-B, with the IRS. Self-funded employers who also are ALEs may use Forms 1095-C and 1094-C in lieu of Forms 1095-B and 1094-B. Because of these extensions, individuals may not receive their Forms 1095-B or 1095-C by the time they are ready to file their 2018 individual income tax return.

Transition Relief

We’re committed to helping companies reduce risk, avoid penalties, and achieve 100% ACA compliance. The IRS has followed the release of the 2017 forms for filing Affordable Care Act -mandated information with the IRS for the 2017 tax year with the instructions for the forms. Finally, the IRS has established a process by which employers can solicit tax identification numbers , such as Social Security numbers, and not be liable if the TIN is missing or inaccurate. For an additional 30-day extension, the filer or an authorized agent must sign the form. Employers are responsible for furnishing their employees with a Form 1095-C by Thursday, March 2, 2017. Employers are still responsible for filing copies of Form 1095-C with the IRS on Tuesday, February 28, 2017 if filing by paper or Friday, March 31, 2017, if filing electronically (same as Form 1094-C).

Section 6056 applies to applicable large employers ­­—generally, those employers with 50 or more full-time employees, including full-time equivalents, in the previous year. ALEs will use Forms 1094-C and 1095-C to report information relating to the health coverage that they offer to their full-time employees. The IRS developed two sets of information returns net sales that employers and coverage providers use to satisfy their ACA reporting obligations – the 1095-B and 1095-C. Under regulations, employers and coverage providers must furnish Forms 1095-B and 1095-C to individuals for the 2017 calendar year by January 31, 2018. They must also submit these forms to the IRS by April 2, 2018, if filing electronically.

It requires significantly more work than if the forms initially had been filed accurately. The 226-J notice indicates the initial assessment of 4980H liability, which is based directly on what was filed on 1094-C/1095-C. If there were errors in filing, this information must be corrected by researching years past to determine what should have been filed. Not only must the employer make the corrections, they also need to respond to the formal process outlined in 226-J letter. It is up to the employer to assess whether they are an ALE that is subject to the provision and the reporting requirements on 1094-C/1095-C. ALEs might be subject to information return penalties under 6721 and 6722 of the IRC. These are the same penalties that other information returns are subject to, such as W-2s, if the returns are not filed accurately and timely.

We hope these samples help you feel more confident when working with your vendor to complete the forms. Since fully insured and self-funded plans report slightly differently on Form 1095-C, we’ve created a guide for each group.

This means employers need to gather tracked information from HR, payroll, benefits, etc. Waiting until the beginning of 2017 to act on ACA tracking and reporting could leave your company facing steep financial penalties.

To take advantage of the extended transition relief, employers must make a good faith effort to comply and provide and distribute the forms by the deadlines set out above. So as with last year, completing the ACA reporting by the applicable deadlines takes on extra significance. (See our December 20, 2017 Legislate.) While the tax bill signed by the president last week nullifies the individual mandate penalty beginning in 2019, the individual mandate penalty still remains in place for 2017 and 2018. In addition, the ACA reporting is used by the IRS to enforce the employer mandate and eligibility for premium subsidies to purchase ACA marketplace coverage, neither of which were changed by the tax bill.

Sponsor Offers

The IRS has released 2017 final forms and instructions for information reporting used to enforce both the individual and employer mandates under the Affordable Care Act . The release of these final forms and instructions serves as a good reminder that the ACA remains the law of the land and employers should continue complying with current guidance. To help you with the review process, we’ve created two 1095-C reporting guides to help you review the forms and answer questions your reporting vendor may have. While we do not expect to capture every reporting scenario your organization may face, we believe we have captured the most common scenarios you will see.

On Wednesday the IRS released the final 1094-C and 1095-C forms along with the instructions. Applicable Large Employers will use the C forms to report on their offers of coverage to full-time employees. Like last year, fully-insured ALEs will complete Parts I and II of Form 1095-C while self-insured ALEs will complete Parts I, II and III of Form 1095-C. Small self-insured employers will use Forms 1094-B and 1095-B to report on all those enrolled in their coverage.

“You don’t want to find out that you’re liable for the shared responsibility requirements come November of this year.” He also pointed to the importance of tracking and recording coverage provided to each full-time employee every month, “so it’s an ongoing process to get ready for next year’s annual reporting. If the payroll vendor can assist in this process, it becomes easier because they already have the data.” There are two potential penalties if adequate and affordable coverage is not offered to all full-time employees and dependents. Without a response from the employer, the IRS will presume their initial assessment of ESRP or penalty for late filing of returns is accurate. The formal process is arduous and time-consuming, and employers must provide letters of explanation and reasonable evidence that any changes are valid.

How Does The Delegation Of The Reporting Responsibility To A Dge Affect The Requirement That One Form 1094

If you were part of the filing process last year, you may remember there being many different codes used on the forms, depending on the employee situation. It can be a daunting task to review the forms vendors supply, but it is important to catch mistakes before they are submitted to the IRS. 3.If an Employee terminates employment mid-month and is covered through the end of the month, you would code that individual for that month the same as any Full-Time Employee with coverage. If an Employee terminates mid-month and is not covered through the end of the month, you would code that individual for that month as 1H Offer of Coverage Code, Line 14 and 2B Safe Harbor Code, Line 16. Subsequent months in the calendar year are coded as 1H Offer of Coverage Code, Line 14 and 2A Safe Harbor Code, Line 16.

Author: Roman Kepczyk