Managed Benefits · Construction
Every closeout layoff is a wave of COBRA events, every spring rehire reopens eligibility questions, and the LLC-per-project structure scrambles the ACA math. BEG Managed Benefits, powered by isolved, runs the administration through the whole cycle while your broker keeps placing the coverage.
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The Construction Benefits Problem
Source: IRS, determining if an employer is an applicable large employer.
Benefits Admin for Construction
When a project closes and twelve enrolled crew members separate the same Friday, twelve continuation clocks start together. Handled in one system, each separation triggers its coverage end date, the required notices on their federal deadlines, and payroll deduction stops that actually stop. On the Fully Managed plan, a dedicated Managed Benefits Specialist processes the whole wave, and the rehire wave that follows when the next job breaks ground.
Contractors run entity sprawl for liability reasons: an operating company, an equipment LLC, project-specific joint ventures, sometimes a separate service arm. IRS aggregation rules can pull commonly owned entities into one applicable large employer, which means eligibility tracking, offers of coverage, and 1094-C and 1095-C filings have to run across the combined roster. One system holds the whole group so nothing falls between entities.
Construction rehires the same good hands season after season. The IRS break-in-service rules draw a specific line: a returning worker may be a continuing employee entitled to coverage without a new waiting period, or a true new hire, depending on the gap. Tracking service history in one system means every rehire gets the right answer with a record behind it, instead of whatever the office remembered that week.
Crews do not attend benefits meetings in a conference room. Self-service enrollment with AI-guided plan recommendations works from a phone in the truck, in English or Spanish preferences the workforce actually has, and waiting-period tracking makes sure offers land on schedule during a hiring burst.
Contractors already live with documentation discipline on the payroll side. Benefits deserves the same: enrollments reconciled against carrier bills, eligibility determinations documented, filings produced from live data. On the Fully Managed plan a Benefits Auditing Analyst runs those checks continuously, so the carrier invoice stops carrying ghosts from three closeouts ago.
Contractors crediting health plan contributions against a Davis-Bacon or state prevailing-wage fringe rate need the enrollment and contribution record to match the certified payroll figure, by employee and by job. When the two systems run separately, the fringe credit and the actual benefit drift apart quietly until a compliance review catches it. One data set backs both.
How It Plays Out
A general contractor closes out a highway job on a Friday. Fourteen enrolled crew members separate the same day, three of them from a joint-venture entity the IRS combines with the parent for ALE purposes. Each separation generates a coverage end date, a continuation election notice on its federal deadline, and a payroll deduction stop. Six weeks later, four of those fourteen are rehired onto a new job within the 13-week break-in-service window, so they return as continuing employees with no new waiting period, not new hires. The Managed Benefits Specialist processes both waves from the same eligibility record; the Benefits Auditing Analyst confirms the carrier bill matches actual headcount before it is paid.
Who This Serves
Office staff plus field crews across active jobs, with separations and rehires tracking the project calendar.
Electrical, mechanical, plumbing, concrete: steady cores plus surge hiring, often across several entities.
Seasonal weather windows that compress hiring and layoffs into predictable, paperwork-heavy waves.
Seasonal staffing swings and turnover that generate continuation events in volume.
Project-based crews, warranty techs, and design staff under one benefits program.
Operating companies, equipment LLCs, and JVs that the IRS may treat as one employer.
How You Buy It
Benefits Admin Software puts enrollment and changes in one self-service system. Software + ACA Compliance adds multi-entity eligibility tracking and Forms 1094-C and 1095-C. Fully Managed adds a dedicated Managed Benefits Specialist and a Benefits Auditing Analyst who absorb the layoff and rehire waves. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Certified payroll and prevailing wage the bigger problem? BEG's core service is managed payroll for construction. Classification and policy questions? See HR outsourcing for construction.
Questions
Plan setup, enrollment for office and field staff, life-event changes, carrier updates, payroll deduction sync, ACA eligibility tracking through layoffs and rehires, and Forms 1094-C and 1095-C produced from the same data.
Every enrolled employee separated at closeout is a qualifying event: coverage end dates, continuation notices on federal deadlines, and deduction stops. Project-shaped employment generates these in waves, which is why manual tracking fails.
Potentially all of them together. IRS rules combine companies under common ownership when determining applicable large employer status, so the 50 full-time-equivalent test runs across the group, not entity by entity.
No. There is no co-employment and no employer-of-record change, which means your workers compensation program and EMR stay yours. 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.
Yes, on the tracking side. Contractors crediting health plan contributions against the Davis-Bacon or state prevailing-wage fringe rate need enrollment and contribution records that reconcile against certified payroll by employee and by job. That record-keeping runs in the same system as everyday enrollment, so the fringe credit and the benefit itself never drift apart. Certified payroll production itself is a managed payroll function.
The election right belongs to the employee regardless of where they land next, and the notice and election-window clocks run on federal deadlines from the qualifying event date. COBRA premium billing on the Fully Managed plan runs in the same system alongside active enrollment, so a closeout wave does not turn into a manual billing project.
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Your monthly estimate on screen - no call required
