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Trilogy Employee Benefits
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Stay Ahead

Benefits compliance shouldn’t be a guessing game.

Employee benefits come with rules, notices, reporting requirements and deadlines — and not every requirement applies to every employer.

Your responsibilities can depend on the size of your workforce, the benefits you offer, how your plans are funded and even how your company is structured.

We help you understand what may apply to your organization, identify areas that need attention and keep important compliance responsibilities from getting lost in the day-to-day.

Your size matters — but it’s not the whole story

Employee count is often one of the first things we look at when evaluating compliance responsibilities, but it’s only part of the picture.

Fewer than 20 employeesSmall employers may have fewer federal requirements in some areas, but that doesn’t mean there are no compliance responsibilities.Explore considerations

Depending on your benefits and plan structure, considerations may include:

Plan documents and employee notices

Section 125 / cafeteria plan documentation

ERISA requirements

HIPAA considerations

State continuation requirements

HSA, HRA or FSA rules

Required annual notices and disclosures

Small doesn’t mean exempt from everything. We help determine which requirements actually apply to your organization.

20–49 employeesAs an organization grows, additional requirements may begin to apply.Explore considerations

Federal COBRA is one important example. It generally applies to private-sector group health plans maintained by employers with at least 20 employees, although determining whether an employer is subject to COBRA can require a closer look at employee counts and company structure.

Other benefit plan requirements, notices and documentation continue to apply based on the plans you offer.

This is often the point where benefits compliance starts feeling more complicated — and where having a process becomes especially important.

50+ employeesReaching 50 full-time and full-time-equivalent employees can introduce another significant layer of responsibility under the Affordable Care Act.Explore considerations

Employers that meet the definition of an Applicable Large Employer may have responsibilities related to:

Employer Shared Responsibility requirements

Offers of coverage to full-time employees

Affordability and minimum value

ACA information reporting

Employee eligibility and measurement

Documentation and recordkeeping

Determining whether your organization has crossed the threshold isn't always as simple as counting the names on your payroll. Part-time employees, related companies and workforce changes can all affect the calculation.

Compliance is about more than headcount

Two companies with the same number of employees can have very different compliance responsibilities.

We may also look at:

  • How your health plan is funded
  • The benefits you offer
  • Your company structure
  • Who is eligible for benefits
  • Where your employees work

You don’t have to know every rule

That’s the point.

Most employers aren't trying to become benefits compliance experts. They simply want to know:

What applies to us? What do we need to do? When does it need to happen? And who is helping us succeed?

That's where we come in.

We help bring organization and clarity to benefits compliance and work alongside your team to identify responsibilities, coordinate resources and keep important items moving.

And when a situation calls for legal, tax, or other professional advice, we’ll help you recognize it and point you in the right direction.

Not sure what applies to your company?

You don't need to figure it out before contacting us.

Tell us a little about your organization, workforce and current benefits program, and we'll help you identify the areas worth taking a closer look at.

Let’s talk compliance