Group benefits compliance is complex. Managing it doesn't need to be.
Compliance shouldn’t be a separate headache from your plan. We build tracking, clear filing guidance, and year-round support into the same relationship — so nothing falls through the cracks.
A partner who tracks the details, so you don't have to
ACA reporting, ERISA disclosures, COBRA notices, HIPAA privacy rules — group health compliance touches a lot of moving parts, and requirements shift more often than most employers expect. We build ongoing tracking and clear next steps into every plan we manage, so staying compliant becomes part of the relationship instead of a separate project.
Think of it as another set of eyes that’s always watching the calendar, so you can focus on running your business.
The Four Areas Most Compliance Errors Come From
1095-C filings, employer mandate tracking, and measurement period documentation — done on schedule, every year.
Summary Plan Descriptions, Summary of Benefits and Coverage, and required annual notices — kept current and distributed on time.
Qualifying event tracking and election notices sent within required deadlines — including separate notices where addresses differ.
Privacy rule compliance and Section 125 non-discrimination testing, so your plan doesn’t unintentionally favor highly compensated employees.
Staying Ahead of the Cost of Non-Compliance
ACA employer mandate penalties are indexed and increase most years. If you have 50 or more full-time equivalent employees, here’s what’s at stake if coverage isn’t offered or isn’t affordable — and exactly why we track this year-round.
What's Your ACA Penalty Exposure?
A quick estimate based on 2026 IRS figures — for applicable large employers (50+ full-time equivalent employees).
Compliance, Quickly Explained
We already have a payroll provider handling this. Do we still need this?
Payroll providers often handle pieces of ACA reporting, but plan-level compliance — ERISA disclosures, COBRA administration, plan document accuracy — usually isn’t part of their scope. We coordinate with your existing providers rather than duplicate their work.
What actually counts as a qualifying event for COBRA?
Common triggers include termination, reduced hours, divorce, a dependent aging out of coverage, or an employee becoming eligible for Medicare. Each has its own notice deadline and election window we track on your behalf.
How often do compliance requirements actually change?
More often than most employers expect — penalty amounts adjust annually, and reporting requirements have shifted multiple times in recent years. Part of our job is simply staying current so you don’t have to.
What happens if we've already missed something?
Tell us where things stand and we’ll help you understand your options — many compliance issues have voluntary correction paths if addressed proactively rather than ignored.
*2026 IRC §4980H penalty amounts, indexed annually by the IRS. Pathway Health Insurance Experts, Inc. is not a law firm and this page does not constitute legal advice — consult an ERISA attorney for guidance specific to your situation.
Let's put a compliance plan in place, together
A quick check-in costs nothing, and gives you a clear picture of where things stand today.