The Complete Free Guide to Benefits Compliance
Why Download?
Know exactly what the law requires, and what it does not
Many small employers do not realize how many federal obligations come with sponsoring a health plan. This guide changes that.
Avoid costly penalties
The DOL audits roughly 3,000 plans per year. Know where violations happen before an auditor does.
Protect your employees
ERISA, COBRA, and HIPAA exist to protect your people. Learn how to uphold those rights.
Know every deadline
Required notices, filings, and enrollment windows are all summarized in one place.
Understand your role
You became a plan sponsor the moment you offered benefits. Understand what that actually means.
A law-by-law breakdown of your obligations
Each section covers what the law requires, which filings are due and when, and which notices you are on the hook for.
01: ERISA
Required plan documents (SPD, Official Plan Document), Form 5500 filing rules, and notice requirements including the CHIP notice and creditable coverage disclosure.
02: The Affordable Care Act (ACA)
The employer mandate, 90-day waiting period rules, small business tax credits, ACA filings (1094-C/1095-C), and required notices like the Exchange Notice and SBC.
03: Section 125
How cafeteria plans and FSAs work, when employees can make mid-year changes, and the plan documents you need to stay IRS-compliant.
04: COBRA
Who qualifies, how long coverage lasts, required notices and election forms, plus how to decide whether to administer COBRA in-house or outsource it.
05: HIPAA
Special enrollment rights, anti-discrimination rules, best practices for handling employee health information, and when the Privacy Rule applies to you.
06: Self-Insured vs. Fully-Funded
A clear explanation of the difference. Self-insured plan sponsors carry significantly more compliance responsibility, and you need to know which category you fall into.
Trusted by Michigan Businesses Since 2002
Good questions we get all the time
Small to mid-sized employers, typically between 2 and 200 employees, who sponsor a group health plan. Federal law makes you a plan sponsor the moment you offer health benefits, and that status comes with real compliance obligations. This guide explains what those are.
Yes. ERISA, HIPAA, Section 125, and COBRA all apply to small employers. The ACA employer mandate kicks in at 50 or more full-time equivalent employees, but the other laws have much lower thresholds or no threshold at all.
No. It is intended as an educational resource based on federal law. For advice specific to your plan or situation, we recommend speaking with a qualified HR advisor or employment attorney. The DynamicHR team is happy to help point you in the right direction.
Nothing. The guide is completely free. Employers deserve access to clear compliance information without having to hire a lawyer just to understand the basics.
DynamicHR is a Professional Employer Organization (PEO) that handles HR, payroll, and benefits administration for small and mid-sized businesses. As a PEO partner, DynamicHR can typically get your employees into health plans that cost 15 to 25 percent less than what most businesses pay on their own, and we handle the compliance paperwork so you can focus on running your business.
