Simple and Affordable Fully ACA Compliant Benefits

  • Satisfies Part A & B of the ACA Employer Mandate
  • Low Minimum Enrollment Requirements
  • Includes Delightful Primary Care Coverage
  • 1,000+ Free Prescriptions
  • Managed IRS Tax Filings
  • Managed Open Enrollment Periods
  • ...and much more

Avoid costly ACA fines while offering delightful health benefits to your employees and their families. Without affecting your bottomline. We combine MEC and MVP coverages with Vitable Primary Care benefits to offer simple, affordable, and delightful ACA compliance solutions that you and your team will love.

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Crucial ACA Problem

Costly ACA fines can derail you
from achieving your business goals

4980H(a) Penalty
$2,970 / employee
The 4980H(a) penalty, often called the “sledgehammer penalty” due to its pass-fail nature, is issued when if employer does not offer coverage to “substantially all” (generally, at least 95%) of its full-time employees (and dependents) and any one of its full-time employees receives a “Premium Tax Credit” to access marketplace coverage.

4980H(b) Penalty
$4,460 / employee
The IRS issues a 4980H(b) penalty to employers that failed to offer affordable qualifying minimum value coverage to a full-time employee during a tax year and that employee subsequently went to the public exchange and received a subsidy to buy insurance. Each affected employee exposes employers to this ACA part B penalty.

Once your business hits the threshold of 50 employees, failing to comply with the ACAs employer mandate can result in costly IRS penalties that could drastically impact your organization.

Calculate Your
 Potential IRS Penalties

See how much you can save

ACA Penalty Calculator

3%
Total Annual ACA Penalty
$1319,545
See how much you can save
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Vitable MEC and MVP
Your ACA Compliance Solutions
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01

Part A Compliant Plans

  • Compliance against ACA part A fines
  • Coverage for essential preventative care services
  • Includes delightful direct primary care for employees and their families
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02

Fully Compliant Plans

  • Compliance against ACA part A & B fines
  • Coverage for catastropnic services like hospitalizations
& specialists visits
  • Includes delightful direct primary care for employees
and their families
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Common mishaps
that lead to ACA fines

  • Confusion around ACA obligations

  • Overwhelming insurance information

  • Failure to properly track FTEs (full-time-equivalents)

  • Rapid, unmanageable employee growth

With all this to worry about, it’s no wonder why maintaining ACA compliance is so difficult. Unfortunately, unlike Vitable, the IRS doesn’t care.

Compliance solutions that
outperform the competition.

Affordable and full ACA compliant plans (part A & B)

Includes Vitable Primary Care coverage with $0 copays

1,000+ free prescriptions from Vitable Primary Care

Low minimum enrollment requirements

Managed open enrollment periods

Managed IRS Tax Filings

Custom Plan Designs

Mental Health Coverage

Dedicated Mobile App

Dedicated Customer Success Support

Employer Dashboard for Benefit Management

Frequently Asked Questions

What is the difference between MEC and MVP?

Minimum Essential Coverage (MEC) plans cover preventive services like vaccinations and screenings to satisfy the part A requirement under the Affordable Care Act (ACA) or 4980H(a). While a Minimum Value Plan (MVP) covers pay at least 60% of the actuarial value of allowed benefits - similar to a bronze-level plan available on a public Exchange. MVP can satisfy the part B requirement under the ACA or 4980H(b).

What is Applicable Large Employer (ALE)?

An Applicable Large Employer (ALE) is a business or organization that has an average of at least 50 full-time employees or full-time equivalent employees (FTEs) based on the preceding year. An applicable large employer may be a single entity or may consist of a group of related entities. If there is a group of related entities, these are referred to as ALE members. ALEs are subject to specific provisions of the Affordable Care Act (ACA), including employer shared responsibility rules and reporting requirements.

How do I calculate Full-Time Equivalent Employees?

A full-time equivalent employee is a combination of employees, each of whom individually is not a full-time employee, but who, in combination, are equivalent to a full-time employee. An employer determines its number of full-time-equivalent employees for a month in the two steps that follow:

1) Combine the number of hours of service of all non-full-time employees for the month but do not include more than 120 hours of service per employee, and 2) Divide the total by 120

You can find more information at the IRS ALE page: https://www.irs.gov/affordable-care-act/employers/determining-if-an-employer-is-an-applicable-large-employer

What are §4980H "Offer of Coverag" requirements?

The offer of coverage requirements for ALEs under §4980H are as follows:

§4980H(a) – ALEs must offer minimum essential coverage (MEC) to at least 95% (or all but 5, if greater) of full-time employees and their dependent children each month. An offer of coverage is not required for spouses.
§4980H(b) – ALEs must offer coverage that provides minimum value AND is affordable to all full-time employees each month. There is not a 5% “margin of error” for §4980H(b) requirements like there is under §4980H(a).

Do Vitable ACA Compliance Solutions meet the ACAs requirement?

Vitable ACA Compliance Solutions are intended to comply with at least some ACA requirements, to the extent that an employer requests modifications to plan administration or revises plan documentation, the plan may not comply or may not comply fully with the ACA. In addition, Vitable helps employers comply with the ACA and helps employers avoid ACA penalties, but Vitable is not a legal advisor and should recommend that employers consult with counsel regarding compliance with laws and regulations.