#employee-benefits
Employee Benefits
Discover employee benefit options to attract talent and reduce turnover in small businesses
ACA Forms 1094-C and 1095-C: The 2026 Compliance Playbook for Applicable Large Employers
How Applicable Large Employers file Forms 1094-C and 1095-C for the 2025 reporting year. Covers the March 2 and March 31, 2026 deadlines, the post-2024 furnishing-on-request rule, the 2026 penalty amounts ($3,340 and $5,010 per employee), the new 90-day Letter 226-J response window, and the Line 14/16 coding errors that most often trigger IRS audits.
COBRA Notice Deadlines for Employers: The Five Windows That Decide Whether You Owe Excise Taxes
COBRA's notice scheme runs on five deadlines — 90, 30, 14, 60, and 45 days. Miss any one and a group health plan can face a $100-per-day Section 4980B excise tax, up to $110-per-day ERISA penalties, and private lawsuits. A practical guide for plan sponsors and HR teams.
ERISA Fiduciary Duties for 401(k) Plan Sponsors: Personal Liability and the 3(38) Investment Manager
ERISA Section 409 imposes personal liability on 401(k) plan fiduciaries, and the corporate veil does not shield small business owners. This guide explains the prudent-expert standard, the Tibble v. Edison duty to monitor, and how hiring a Section 3(38) investment manager shifts investment discretion — and most related liability — away from the plan sponsor.
PCORI Fee 2026: Self-Insured Plans, HRAs, and Form 720 by July 31
For plan years ending in 2025, self-insured plan sponsors and HRA employers must file Form 720 by July 31, 2026 and pay $3.84 per covered life ($3.47 for plan years ending before October 1, 2025). This guide covers who owes the fee, the three approved methods to calculate average covered lives, why HRAs count employees only, and the common Form 720 filing mistakes that trigger IRS notices.
Section 127 Educational Assistance: How Small Businesses Pay $5,250 of Tuition or Student Loans Tax-Free in 2026
Section 127 lets employers reimburse up to $5,250 per employee per year for tuition, books, or student loan principal and interest with no payroll or income tax. OBBBA made the student loan provision permanent in July 2025 and begins indexing the cap to inflation in 2027 — here is how a small business sets up a compliant plan.
Section 132 Fringe Benefits: How Employers Deliver Tax-Free Perks Without Inflating Payroll
A practical guide to Section 132 fringe benefits — working condition, de minimis, employee discounts, no-additional-cost services, the 2026 $340/month transportation limits, and achievement award rules — covering which perks qualify as tax-free, the cash-equivalent trap, and how to document everything so the program survives an IRS payroll audit.
Trump Accounts 2026: The $1,000 Federal Seed and $5,000 Annual Cap, Explained
Trump Accounts are a new tax-deferred children's savings vehicle created by the One Big Beautiful Bill Act. Children born 2025–2028 receive a one-time $1,000 federal seed, families can contribute up to $5,000 per year, and employers can add $2,500 tax-free per employee — but the deposit requires filing Form 4547.
WARN Act 60-Day Notice Requirements: An Employer's Guide to Mass Layoffs, Plant Closings, and State Mini-WARN Laws
How the federal WARN Act triggers a 60-day notice clock at 100 employees, the three narrow exceptions, the back-pay and $500-per-day penalties, and the state mini-WARN laws (NY, NJ, CA) that quietly raise the bar to 90 days, 25 employees, or mandatory severance.
Section 45S Paid Leave Credit: A 2026 Guide for Small Employers After OBBBA
The One Big Beautiful Bill Act made the Section 45S paid family and medical leave credit permanent, lowered the eligibility threshold to six months, and added a premium-based method that lets small employers claim 12.5%–25% of PFML insurance premiums even when no leave is taken.
QSEHRA vs. ICHRA in 2026: How Small Employers Without a Group Plan Can Reimburse Workers for Individual Health Insurance—Tax-Free
For 2026, QSEHRA caps tax-free reimbursements at $6,450 self-only and $13,100 family for employers under 50 FTEs, while ICHRA has no IRS cap and lets any-size employer vary contributions across 11 federal employee classes—provided the 9.96% affordability test, MEC requirement, and 90-day notice are all met.
Self-Funded vs Level-Funded vs Fully-Insured Health Plans: How Small Employers Cut Premium Costs Without Taking on Catastrophic Claim Risk
A funding-model guide for small employers comparing fully-insured, level-funded, and self-funded group health plans, with the math on stop-loss coverage, ERISA fiduciary exposure, Form 5500 filings, and when each model actually saves money.
ESOP Section 1042 Rollover: How C-Corp Owners Can Sell to Employees and Defer (or Eliminate) Capital Gains Tax
Section 1042 of the IRC lets a C-corporation owner selling shares to an ESOP defer federal capital gains tax indefinitely — and potentially eliminate it through step-up at death. This guide covers the five qualifying conditions, what counts as Qualified Replacement Property, the floating-rate-note diversification strategy, and the trade-offs founders should weigh against a strategic sale.