The IRS is at the moment issuing Letters 226J assessing penalties for the 2019 reporting 12 months to employers it believes didn’t adjust to Reasonably priced Care Act reporting necessities.
The IRS has been issuing these letters since 2017 when it started reviewing ACA reporting varieties, which have been first filed in 2015. Over the following years, many employers have been tasked with understanding the problems concerned and the way to answer the Letters 226J.
The Letter 226J is how the IRS informs employers they’re topic to both the A or B penalty beneath the Employer Shared Accountability Fee (ESRP) provisions of the ACA. The A penalty is assessed if an employer fails to supply minimal important protection to no less than 95% of its full-time workers and the B penalty is assessed if the employer fails to supply inexpensive protection that gives minimal worth. If a person enrolls in a well being care plan via the federal or state well being care market and receives a Premium Tax Credit score (PTC), the IRS makes use of the data on Kinds 1094 and 1095 to substantiate that the employer met its obligation to supply protection beneath the ACA rules. If the coding on these varieties signifies the employer didn’t fulfill each necessities, the IRS assesses an A or B penalty, and points a Letter 226J. Each penalties can’t be assessed on an employer in the identical month.
Current IRS focus
The IRS has develop into extra targeted on figuring out whether or not the provide of protection was inexpensive by evaluating the lowest-cost plan premium, which is recorded on Line 15, with the affordability protected harbor, which is recorded on Line 16. If these two values don’t align, the IRS is now figuring out a potential B penalty.
We’ve not but seen the IRS conduct formal audits of employer-form submissions, however this isn’t past the realm of risk.
Doable results of the COVID-19 pandemic
Apart from some delays in issuing Letters 226J, as a result of IRS places of work have been closed originally of the pandemic, we haven’t actually seen any adjustments. Nevertheless, the IRS has not but issued Letters 226J for 2020 and 2021, the years most importantly affected by the pandemic. The IRS is simply now issuing letters for 2019, so we venture that we’re a number of months away from seeing 2020 Letters 226J.
The IRS has begun to ship the ESRP work to totally different areas, which can be a results of the pandemic. For the primary few years, all letters and processing have been dealt with by the IRS unit in Ogden, Utah. We are actually seeing different places of work used for specific industries. For instance, for well being methods employers, the IRS has assigned people in numerous New York places of work to work with particular employers and has included a selected agent’s identify and direct telephone quantity. That is useful as a result of when there are questions, employers can name and converse immediately with the agent who’s aware of their state of affairs.
New ACA challenges
Though indirectly associated to the ESRP course of, some pandemic-related adjustments have impacted ACA reporting. For instance, the American Rescue Plan Act (ARPA) backed COBRA protection for people who have been involuntarily terminated or had their work hours lowered. ARPA lowered to $0 the quantity a person would pay for COBRA between April and September 2021. The Kind 1095-C displays the lowest-cost medical insurance plan obtainable to a person so it ought to be up to date for these people to replicate $0 on Line 15 for months they have been eligible for the subsidy. That could be a change that employers are having to cope with when producing tax 12 months 2021 Kinds 1095-C. We don’t know if the IRS shall be actively searching for these $0 charges or what impact this may have on the ESRP course of and Letters 226J.
From an ESRP-process perspective, ARPA additionally modified the thresholds for PTC eligibility. The ARPA didn’t change the affordability protected harbors utilized by employers however did have an effect on the earnings ranges for who qualifies for a PTC. This might lead to extra people qualifying for a PTC, which may then enhance the variety of people for whom an employer is being assessed an ESRP.
One of the best factor an employer can do is verify that their benefits-eligibility guidelines and administration processes are aligned with ACA rules. For instance, be sure that people who’re thought of full-time beneath ACA rules are being supplied the required medical insurance. Additionally, it could be a few years earlier than employers obtain the Letter 226J, so be sure that they’ve available the info used to supply the Kinds 1094 and 1095 from prior years and copies of these prior-year varieties.
If buying an entity, employers ought to understand that the surviving entity shall be liable for penalties, even people who occurred earlier than the acquisition. It’s greatest to gather and save the ACA reporting info and underlying information for the previous entity so employers that do obtain a Letter 226J for these years have the supporting info needed to reply.
Lastly, don’t wait till it’s time to supply the varieties earlier than reviewing ACA info. Reviewing the data and figuring out information corrections through the 12 months will permit extra time to assessment these adjustments and make sure the varieties are as correct as potential earlier than furnishing them to workers.
The tip of “good religion” reduction for reporting errors
The IRS all the time meant that good-faith reduction from accuracy-related penalties can be non permanent. Due to the complexities of compiling needed information from numerous methods, the IRS supplied reduction from penalties for inaccurate varieties whereas distributors and employers labored to develop ACA reporting methods and processes. With a number of years of expertise and minimal adjustments being made to the reporting rules, the IRS has ended that non permanent reduction.
The IRS has not supplied particular steering on the way it plans to establish inaccurate varieties going ahead. Letters 226J for tax 12 months 2018 recognized invalid affordability protected harbor codes. Would varieties with these invalid codes now be thought of inaccurate? If employers appropriate the codes to resolve an ESRP, will the IRS then assess an accuracy-related penalty primarily based on the wrong codes initially despatched on the shape? It’s not clear how the IRS will react to those conditions.
One other query revolves across the transmission of worker info. Annually, after transmitting Kinds 1094 and 1095 to the IRS, many employers obtain Identify-TIN mismatch reviews as a part of the transmission acknowledgement course of. Will these varieties now be thought of inaccurate and lead to penalties? Employers who haven’t already completed so ought to embrace worker validation of the names, Social Safety numbers and birthdates for them and their dependents as a part of the advantages enrollment course of. This will resolve a few of these discrepancies or can be utilized in a proof to the IRS in response to accuracy-related penalties.
Proposal to completely lengthen the Kind 1095-C furnishing deadline
In 2021, the IRS proposed to completely lengthen the ACA reporting deadline for relevant massive employers to furnish Kind 1095-C to workers to 30 days after Jan. 31, which might give employers extra time to supply full information. Earlier than tax 12 months 2019 when there was a person mandate penalty, federal earnings tax returns required affirmation that a person had medical insurance all 12 months. The Kind 1095 was meant to supply people with that info. Simply as with Kind W-2, having varieties issued by Jan. 31 supplied time for people to finish and file their federal tax returns by April 15. With the person mandate penalty dropping to $0, federal earnings tax returns not ask if a person had medical insurance protection all 12 months, so there isn’t the sense of urgency to get that kind to the person as early as earlier than.
The 30-day extension addresses the problem that many employers confronted: to supply and mail Kinds 1095 by Jan. 31, information recordsdata needed to be compiled by early January, which didn’t all the time permit employers sufficient time to make use of probably the most correct information from the prior 12 months. For instance, somebody who’s employed and eligible for advantages in December could not enroll within the employer’s well being plan till late December or early January. This info is probably not within the system by early January when the Kinds 1095 are being compiled.
The 30-day extension additionally may affect state reporting. California, Washington, D.C., New Jersey and Rhode Island all have particular person mandates and reporting necessities that leverage the federal Kinds 1095-C. Whereas the IRS has prolonged the furnishing deadline past Jan. 31, a few of these states should still require varieties to be mailed to their residents by Jan. 31.