Affordable Care Act (ACA)


With new challenges, come new opportunities.

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With all the complex requirements of the Affordable Care Act, you need an experienced benefits partner now more than ever.

Regardless of your industry, size or location, Cambridge partners with you to help keep your benefits program and administration compliant by continually monitoring legislative regulations and requirements that affect the HR, financial and insurance industry. Our proactive strategies and solutions help you navigate through the process of staying compliant and informed.

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Our team of benefits specialists will help you:

  • Provide Regulatory compliance support related to: client plan provisions, ERISA, HIPAA, FMLA, COBRA, Form 5500 filing, Plan Document Review, and more.
  • Monitor and review your benefits program to ensure your company is compliant with all ACA requirements.
  • Help you understand and assess the potential financial impact facing your business and your employees.
  • Educate you on legislative & regulatory requirements/updates through compliance advisory communications & educational seminars/webinars.

2019 & Beyond

January 1, 2017

No more delays – all companies with 50 or more full-time/full-time equivalent employees must satisfy the ACA employee mandate or risk penalties.

March 2, 2017

Similar to W-2s, employers subject to the mandate must give statements of health plan coverage to all employees and dependents covered by a self-insured plan and disclose coverage offered to full-time employees.

February 28, 2017

Small employers must submit hard copy (paper) FORMS 1094-C & 1095-C to the IRS.

March 31, 2017

Employers filing 250 or more returns must electronically submit FORMS 1094-C & 1095-C to the IRS.


Cadillac Tax takes effect, imposing a 40% excise tax on high-cost employer-sponsored health coverage. The Cadillac Tax is to be effective for tax years beginning after December 31, 2019.

You have questions. We have answers.

What is the group size for “small group” or “large group” coverage in 2019?
Small Business
Large Business

*Eligible employees include full-time employees who work, on average, at least 30 hours per week, plus full-time equivalent employees (FTEs).

Who is considered a
Full-Time Employee?
of service per week


of service per month
= Full-time employee*
*Must count all hours of service for which employee is paid or entitled to be paid. Rules for seasonal workers exist.
What is an Applicable
Large Employer (ALE)?
Full-time or
Full-time equivalent
must offer minimum essential coverage (MEC) to at least 95% of their full-time employees (and their dependents). This must be evidenced through detailed reporting to the IRS.

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