Streamlined ACA Employer Reporting and Compliance Solutions

Trusaic’s ACA Complete® maintains compliance through a combination of data analytics, monthly time tracking, and designated regulatory support. While many solutions only focus on year-end reporting, ACA Complete® provides year-round oversight. We utilize the Look-Back Measurement Method to track employee eligibility in real-time and conduct monthly data audits to ensure your organization is meeting all federal and state requirements.

The primary difference is that ACA Essential is a reporting tool for year-end filing, whereas ACA Complete is a proactive, full-service compliance management solution. ACA Essential provides the software necessary to generate and e-file Forms 1094-C and 1095-C. ACA Complete adds layers of protection, including monthly penalty risk assessments, automated affordability safe harbor selection, and comprehensive IRS audit defense.

Trusaic’s proprietary Penalty Risk Assessment (PRA) is an end of the year compliance check that identifies and resolves ACA penalty risks before year-end filing. Unlike reactive reporting software, our advanced analytics integrate with your HR and payroll systems to continuously mimic IRS audit logic and detect errors in real-time.

• Flagging Affordability Gaps: Catching unaffordable premium calculations so you can adjust them before they trigger IRS penalties.

Penalty Risk Assessment allows your organization to transition from reactive year-end reporting to operating with verified, audit-ready compliance.

Yes, ACA Complete integrates seamlessly with major HRIS, ERP, and payroll platforms, including Workday, SAP, UKG, and ADP — including bi-directional integrations with Workday and UKG. Our platform is system-agnostic, meaning we can aggregate and normalize data from multiple disparate sources — a critical feature for organizations that have undergone mergers or acquisitions and are managing multiple EINs.

While often used interchangeably, these are two distinct phases of the ACA lifecycle:

• ACA compliance (The Year-Round Strategy): This is the monthly process of adhering to the Employer Mandate to avoid penalties. It involves tracking employee hours (using the Look-Back Measurement Method), extending offers of coverage to newly eligible staff, and calculating affordability every month to ensure your plan remains compliant.
• ACA reporting (The Year-End Task): This is the administrative output of your compliance work. It is the tactical requirement of generating Forms 1095-C for employees and filing the Form 1094-C transmittal with the IRS.

How Trusaic Helps: We move you beyond reactive reporting software by pairing you with a designated ACA analyst. This expert reviews your data quality monthly (only with ACA Complete), helping you execute the Compliance strategy so that the Reporting phase is a formality, not a fire drill.

Under the Affordable Care Act (ACA), an Applicable Large Employer (ALE) is any organization that employed an average of 50 or more full-time employees (including full-time equivalents) during the previous calendar year.

If your organization meets this ALE threshold, you are legally required to:

• Offer Coverage: Provide Minimum Essential Coverage (MEC) that is affordable and provides minimum value to at least 95% of your full-time employees.
• File Forms: Report this coverage to the IRS by filing Forms 1094-C and 1095-C annually.

How Trusaic Helps: ACA Complete automates IRS Controlled Group logic for organizations with multiple EINs or complex structures. By continuously aggregating your workforce data year-round, we calculate your true ALE status and track your 95% offer threshold, ensuring you never miss a filing requirement or risk costly penalties.

Under the ACA, coverage is considered affordable if the employee’s required contribution for the lowest-cost, self-only plan (that provides Minimum Value) does not exceed a specific percentage of their household income. The IRS adjusts this percentage annually:

• 2025 Tax Year: 9.02% (Used for reporting filed in early 2026)
• 2026 Tax Year: 9.96% (Used for current plan year budgeting)

Because employers rarely know an employee’s total household income, the IRS allows the use of three Affordability Safe Harbors to prove compliance:

• W-2 Safe Harbor: Affordability is based on the wages reported in Box 1 of the employee’s W-2.
• Rate of Pay Safe Harbor: Affordability is calculated by multiplying the employee’s hourly rate by 130 hours (regardless of actual hours worked).
• Federal Poverty Line (FPL) Safe Harbor: Affordability is based on the federal poverty line, creating a single maximum premium (e.g., $113.20/month for 2025) for all employees.

How Trusaic Helps: You do not need to manually choose a safe harbor. Our algorithms analyze every employee’s wage history and automatically select the optimal Safe Harbor (W-2, Rate of Pay, or FPL) for each individual, ensuring the highest possible pass rate for affordability.

Yes. Clients can utilize our 1095-C furnishing option, or electronically distribute forms to employees who can then access them from our platform. This ensures all your forms are distributed on-time and can be easily tracked for compliance purpos

ACA penalties (formally known as Employer Shared Responsibility Payments) are adjusted annually for inflation. For the 2025 tax year, the specific penalty amounts are:

• Penalty A (Failure to Offer): $2,900 per full-time employee (minus the first 30). This applies if you fail to offer Minimum Essential Coverage to at least 95% of your full-time workforce.
• Penalty B (Unaffordable Coverage): $4,350 per employee who receives a Premium Tax Credit (PTC). This applies if you offer coverage, but it is unaffordable or fails to provide Minimum Value.

Important: These fines are assessed on a monthly basis. This means you can be penalized for specific months of non-compliance even if you were compliant for the rest of the year.

How Trusaic Helps: Our software performs an analysis Penalty Risk Assessment of your data throughout the year. We identify specific gaps, such as a missing offer of coverage in June or an unaffordable premium in October, allowing you to correct the data before the year closes and the penalty becomes permanent.