Pay or Play Calculator Now Available

The Centers for Medicare and Medicaid Services have recently released a free “pay or play” calculator for employers.

Click here to download the calculator.

See below for more information about the “pay or play” provisions. And, as always, contact us if you need help navigating these regulations.

1.  What are the Employer Shared Responsibility (also known as “pay or play”) provisions?

Starting in 2014, employers employing at least a certain number of employees (generally 50 full-time employees and full-time equivalents, explained more fully below) will be subject to the Employer Shared Responsibility provisions under section 4980H of the Internal Revenue Code (added to the Code by the Affordable Care Act). Under these provisions, if these employers do not offer affordable health coverage that provides a minimum level of coverage to their full-time employees, they may be subject to an Employer Shared Responsibility payment if at least one of their full-time employees receives a premium tax credit for purchasing individual coverage on one of the new Affordable Insurance Exchanges.

To be subject to these Employer Shared Responsibility provisions, an employer must have at least 50 full-time employees or a combination of full-time and part-time employees that is equivalent to at least 50 full-time employees (for example, 100 half-time employees equals 50 full-time employees).  As defined by the statute, a full-time employee is an individual employed on average at least 30 hours per week (so half-time would be 15 hours per week).

3 Responses to Pay or Play Calculator Now Available

  1. Allan Corby says:

    Impossible to find. link does not take you there. site is dense.
    Whre is this calculator exactly on the CMMS site?

    • admin says:

      Allan – your comment got caught up with some spam. The link on this post will allow you to download the calculator. Hope that helps, and sorry about the delay!

  2. Mark says:

    I am the benefits adtitisnramor of a small nonprofit employer in Olympia. Perhaps we have been more fortunate than many other small employers as we have experienced only moderate increases in premiums over the last couple of years, have been able to provide the same level of employer/employee share of the cost, and have maintained almost the same level of coverage (only slight changes in deductible of the high-deductible with H.S.A. plan option). Our benefits are offered under a Section 125 Cafeteria Plan and as I understand the small business tax credit, the premiums paid under this arrangement are not eligible. While we (as an employer) will benefit from this credit, we may be placing new burdens on our employees as they won’t receive the pre-tax arrangement as they have currently had in previous years.

Leave a reply