Managed Benefits · Childcare
Floating aides, split shifts, ratio coverage, and turnover: childcare scheduling creates exactly the variable-hour workforce ACA tracking rules punish when nobody tracks them. BEG Managed Benefits, powered by isolved, handles eligibility, enrollment, and the filings while your broker keeps placing the coverage.
Your monthly estimate on screen - no call required
The Childcare Benefits Problem
Benefits Admin for Childcare
Ratio requirements mean schedules flex daily: an aide covers an infant room Monday, closes Thursday, picks up a summer camp week in June. The Software + ACA Compliance plan applies the IRS lookback measurement method to those hours continuously, so full-time determinations, offers of coverage, and the records behind them happen on schedule instead of in a panicked January reconstruction. Consider a two-location center group where an aide splits 18 hours at one site and 14 at another during the school year, then covers a full-time summer-camp schedule for ten weeks: combined hours across sites, measured over the right period, are what determine whether an offer of coverage was owed, and getting it wrong risks the Section 4980H(a) penalty of $3,340 per full-time employee for 2026, or $5,010 per employee under Section 4980H(b) for an inadequate offer.
Early childhood education runs on tight wages and high churn. Every enrolled teacher who leaves triggers a coverage end date, potential continuation rights, and a deduction stop, each with its own deadline. Processed in one system, the chain runs automatically, with continuation support scoped to your center's size and states on the discovery call.
Center groups grow location by location, sometimes entity by entity, and staff float between sites to cover ratios. Hours worked across locations belong in one eligibility calculation, and common ownership can combine entities for ACA counting. One system holds the whole roster, so a floater's combined hours count the way the IRS says they should.
Centers compete for teachers against school districts and retail wages. A real benefits program, presented through self-service enrollment a teacher can complete from a phone with AI-guided recommendations, is one of the few levers a center owner controls. The administration should not be the reason it goes unused.
On the Fully Managed plan, a dedicated Managed Benefits Specialist runs open enrollment start to finish, processes changes, and chases carrier updates, while a Benefits Auditing Analyst reconciles elections against carrier bills. The director goes back to running classrooms; the paperwork gets a professional owner.
Who This Serves
Owner-directors running enrollment and carrier calls between ratio coverage and licensing prep.
Floating staff, entity-per-location structures, and one combined ACA picture to get right.
Academic-year rhythms, aide benches, and eligibility that shifts with enrollment season.
Credentialed lead teachers worth retaining with benefits that actually work.
Split-shift staff whose short daily hours still add up in the ACA math.
Franchisees who own the employer obligations the brand does not handle for them.
How You Buy It
Benefits Admin Software puts enrollment and changes in one self-service system. Software + ACA Compliance adds the variable-hour eligibility tracking and Forms 1094-C and 1095-C childcare rosters need. Fully Managed adds a dedicated Managed Benefits Specialist and a Benefits Auditing Analyst. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Payroll for split shifts the bigger problem? BEG's core service is managed payroll for childcare. Handbooks and staffing policy questions? See HR outsourcing for childcare.
Questions
Plan setup, enrollment for teachers and aides, life-event changes, carrier updates, payroll deduction sync, variable-hour ACA eligibility tracking, and Forms 1094-C and 1095-C produced from the same data.
Through the IRS lookback measurement method: hours are averaged over a measurement period to set full-time status for a following stability period. The system runs that math continuously and documents every determination.
No. Your broker keeps advising you and placing coverage. BEG Managed Benefits handles the administration behind those plans: enrollment, changes, eligibility data, and compliance filings. Brokers usually welcome it.
No. There is no co-employment and no employer-of-record change. Your center stays the employer, which matters when state licensing holds you responsible for your staff. Powered by isolved.
A monthly per-employee cost that lands far below one internal admin hire. Answer five questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
For 2026, the IRS penalty under Section 4980H(a) for not offering coverage to enough full-time employees is $3,340 per full-time employee, and the Section 4980H(b) penalty for an offer that is unaffordable or fails minimum value is $5,010 per affected employee. Because full-time equivalents aggregate across a multi-site group, a bench of part-time aides can push a center group over the reporting threshold before ownership realizes it.
State childcare licensing agencies regulate staff-to-child ratios, background checks, and facility standards, which is separate from ACA and COBRA compliance enforced federally by the IRS and DOL. BEG Managed Benefits handles the benefits administration layer only; your center's licensing obligations and ratio requirements are unaffected and stay with your team.
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
