Need help with Employee Benefits? Talk to us.
We empower employers with everything needed to control healthcare costs and manage benefit programs efficiently.
We empower employers with everything needed to control healthcare costs and manage benefit programs efficiently.
We empower employers with everything needed to control healthcare costs and manage benefit programs efficiently.
Compliance & Administration
You’re already the accountant, the marketer and the HR department. Benefit rules change every year, and a missed deadline or notice can mean real fines. We keep your plans compliant and the paperwork moving, so you can get back to running the business.
Someone just left. Now what?
Election notices, enrollment, filings and clear communication with former employees.
Is your plan document up to date?
Wrap documents, SPDs and SMMs, summary annual reports and required notices.
Who can see employee health info?
Privacy rules and safe handling of protected health information.
Leave request on your desk?
Leave rules and how benefits continue while an employee is out.
ACA Compliance
If you have 50 or more full-time employees, including full-time equivalents, the Affordable Care Act expects you to offer affordable coverage that meets minimum value. Here’s what that means for 2026.
Per full-time employee per year, minus the first 30, if even one employee gets a Marketplace subsidy.
Per full-time employee who gets a subsidy, capped at the no-coverage amount.
A quick estimate based on 2026 IRS figures.
Estimate only, using 2026 amounts. Actual penalties are calculated monthly by the IRS and depend on your specific facts. Not tax or legal advice.
You may qualify for the Small Business Health Care Tax Credit when you buy coverage through the SHOP Marketplace. We’ll help you check eligibility and compare plans.
Plan Administration
Tax-advantaged accounts and alternative funding save money, but each one comes with setup, documents and ongoing administration. We take care of that side so the savings don’t turn into extra work.
Setup, contribution limits and claims administration, coordinated with your plan.
The plan document and setup that let employees pay premiums pre-tax.
Plan administration, stop-loss coordination and reporting.
New hires, terminations and life events, handled through Employee Navigator.
Questions
It applies to applicable large employers, generally those with 50 or more full-time employees, including full-time equivalents, in the prior year. Part-time hours count toward that total, so it’s worth checking even if you have fewer than 50 full-time staff.
For 2026 plan years, the employee’s cost for the lowest-priced self-only plan can’t be more than 9.96% of their household income. Since employers rarely know household income, the IRS allows safe harbors based on W-2 wages, rate of pay or the federal poverty line.
Large employers file Forms 1094-C and 1095-C each year. Smaller employers have other duties, like COBRA notices, ERISA plan documents and Form W-2 reporting of health coverage costs.
Yes. Call us. Many compliance issues can be corrected, and the sooner they’re addressed, the better the options usually are.
Compliance guidance is part of our service to the employers we work with, at no added fee.
Keep Exploring
Still enrolling on paper?
Employee Navigator and the HR360 library, included with your benefits.
Premiums climbing every year?
Level funding and tax-advantaged accounts that steady your costs.
Building the core plan?
Group health, life, disability and more, designed around your data.
We’ll review your plan documents, notices and ACA status, and tell you plainly what’s covered and what needs attention. No obligation.
Security First Benefits Corporation
2357 Stonebridge Dr.
Flint, MI 48532
Let’s chat about our dedicated employee benefit and compliance advisory services, in addition to value-add administration and HR tools.
It is often said that business owners must become health insurance experts to offer employee benefits which is a common and true frustration due to the real complexities involved. These include high costs with limited negotiating power, strict and complex regulatory landscape, intense administrative burden, and the list goes on.
Our primary goal is to make life easier for employers and their HR teams by providing the tools and knowledge they need to navigate these complexities. We strive to help you avoid being blindsided by the ever-evolving landscape of regulatory compliance, ensuring that you are always prepared and informed about the latest changes that may impact your business.
We do not offer every plan available in your area. Any information we provide is limited to those plans we do offer in your area. Please contact Medicare.gov or 1-800-MEDICARE to get information on all of your options.
Other Important Disclaimers: Security First Benefits Corporation is a licensed health insurance agent authorized to market Medicare Insurance Plans. This is a solicitation for insurance. Please note a sales agent may call as a result of your inquiry for a quote. The benefit information provided herein is a brief summary, not a comprehensive description of benefits. For more information contact the plan. Limitations, copayments, and restrictions may apply. Please note you have no guarantee issue.
Security First Benefits Corporation is not part of the Federal Medicare System.
Interested in an account? Contact us.
