Managed Benefits · Accounting & CPA Firms
Open enrollment lands in extension season, ACA forms land in peak tax season, and the partner who signed the broker agreement has zero admin hours to give. BEG Managed Benefits, powered by isolved, takes benefits administration off the firm's desk while your broker keeps doing what brokers do.
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The CPA Firm Benefits Problem
Benefits Admin for Accounting Firms
Most calendar-year plans renew January 1, which puts enrollment meetings, plan comparisons, and election deadlines in November and December: exactly when the firm is closing out extension work and gearing up for year-end planning. Then the ACA reporting cycle delivers Form 1095-C furnishing and filing deadlines in the opening months of tax season. On the Fully Managed plan, a dedicated Managed Benefits Specialist runs the whole enrollment cycle and the reporting behind it, so the firm's busiest months stop doubling as benefits season.
In a firm of ten to seventy-five people, benefits administration usually belongs to a managing partner, a firm administrator, or the person who happened to set up the plan years ago. They juggle the broker relationship, carrier portals, enrollment questions, and deduction changes on top of a real job. BEG Managed Benefits moves that operational load into one system with a team behind it: employees enroll themselves with AI-guided recommendations, changes flow to carriers, and deductions sync to payroll without anyone re-keying.
Tax season interns, per-diem preparers, and part-time bookkeepers create the classic ACA question: who actually crossed the full-time line, and when did an offer of coverage become required? The Software + ACA Compliance plan tracks hours and eligibility across the whole roster, including seasonal and variable-hour staff, and produces Forms 1094-C and 1095-C from the same data, so the firm's own filings get the rigor it applies to client work.
CPAs know what a clean workpaper looks like. Benefits data rarely meets that standard: enrollment records in one inbox, carrier confirmations in another, deduction schedules in a spreadsheet nobody reconciles. On the Fully Managed plan a Benefits Auditing Analyst checks the data for errors the way the firm would check a client's: enrollments against carrier records, deductions against elections, eligibility against hours.
Recruiting seniors and managers means competing with regional and national firms whose enrollment experience is polished and self-serve. A modern enrollment experience, where a new hire compares plans and enrolls online in minutes, is table stakes for the candidates a growing firm wants, and it comes standard on every plan tier.
The Calendar Collision
| Firm calendar event | Benefits event it collides with | What administration handles |
|---|---|---|
| Jan-Apr busy season | ACA Form 1095-C furnishing deadline to employees | Forms produced and tracked without pulling staff off client work |
| Seasonal intern and preparer hiring | ACA full-time hours threshold monitoring | Hours tracked continuously against the ALE line |
| Oct 15 extension deadline | Open enrollment planning and carrier renewal | A dedicated specialist runs enrollment on the Fully Managed plan |
| Year-end close | COBRA notices for any Q4 departures | Notices and deadlines tracked to avoid excise tax exposure |
A Common Scenario
A 40-person firm brings on eight tax season interns and three per-diem preparers each January through April. Nobody is tracking their hours against the ACA full-time equivalent formula, because the firm administrator is buried in extension work. By March, two of the seasonal hires have crossed into full-time status and should have received an offer of coverage weeks earlier. The firm finds out when its filing preparer asks why the eligibility list does not match payroll.
With hours tracked continuously across the whole roster, including seasonal and variable-hour staff, the eligibility trigger fires on schedule instead of getting discovered during filing season.
Who This Serves
Multi-partner firms where the firm administrator is also the benefits department, enrollment desk, and carrier liaison.
Seasonal preparer staffing, intern classes every spring, and the ACA hours-tracking questions that come with both.
Distributed, often part-time teams where eligibility status changes as client load shifts.
Salaried professionals who expect a polished enrollment experience and benefits answers on demand.
Small W-2 cores plus contractors, where getting who-is-eligible right matters more than headcount suggests.
Offices in several states, one benefits program, and carrier updates that have to land everywhere at once.
How You Buy It
Benefits Admin Software puts enrollment and changes in one self-service system. Software + ACA Compliance adds eligibility tracking and Forms 1094-C and 1095-C. Fully Managed adds a dedicated Managed Benefits Specialist and a Benefits Auditing Analyst who run it all. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Payroll the bigger time sink? BEG's core service is managed payroll for accounting firms. Handbook and HR questions? See HR outsourcing for accounting firms.
Questions
Plan setup, open enrollment, new hire and life-event changes, carrier updates, payroll deduction sync, and ACA eligibility tracking with Forms 1094-C and 1095-C, handled in one system instead of a partner’s spare time.
No. Your broker keeps advising the firm and placing coverage at renewal. BEG Managed Benefits handles the administration behind those plans: enrollment, changes, data, and compliance filings. Brokers usually welcome it.
Yes. On the Fully Managed plan, a dedicated Managed Benefits Specialist runs open enrollment start to finish, so nobody at the firm is chasing enrollment confirmations while October 15 filings are due.
No. There is no co-employment and no employer-of-record change. The firm stays the employer, your plans stay your plans, and your broker relationship stays intact. Powered by isolved.
A monthly per-employee cost that lands far below one internal admin hire, typically well under the $60,000 to $100,000 it takes to bring a benefits administrator on staff. Answer five questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
Hours are tracked continuously against the ACA full-time threshold, including staff whose schedules spike in February and March. When a seasonal preparer crosses into full-time status, the eligibility clock and offer-of-coverage requirement are triggered by the system, not by someone remembering to check.
COBRA administration runs through the same system: election notices, deadlines, and premium collection are handled and tracked. Missing a required COBRA notice can carry an IRS excise tax exposure of up to $110 per day per qualified beneficiary, so this is not a step a firm wants running on memory during busy season.
Yes. Multi-office firms often inherit different plans and renewal dates through mergers. Each office or legacy plan can be configured as its own eligibility group inside one system, so a firm-wide view does not require reconciling separate spreadsheets per location.
Ready?
Answer a few questions, get your exact number in about 90 seconds. No call required, no commitment.
Your monthly estimate on screen - no call required
