Managed Benefits · Franchise
Franchise operators run benefits across entities that share ownership but not paperwork: separate EINs, separate payrolls, and unit managers improvising enrollment differently at every location. BEG Managed Benefits, powered by isolved, puts one benefits standard across all of it, nationwide. You keep your broker; we do the administration.
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The Franchise Benefits Problem
What Gets Handled
Plans are configured once and applied consistently across entities, so the same role gets the same benefits offer at every location. Employees enroll themselves online in the same experience whether they work at your first unit or your newest, transfers carry their records with them, and deductions sync to each entity's payroll correctly.
Eligibility is tracked across the whole controlled group so applicable large employer status reflects the combined workforce, while Forms 1094-C and 1095-C are produced for each filing entity with every employee attached to the right EIN. Variable-hour crew members are measured under the look-back method, and deadlines are watched across all of it.
A dedicated Managed Benefits Specialist runs open enrollment across every location at once, processes the turnover-driven flow of new hires, exits, and continuation events, and keeps carrier updates moving without unit managers in the loop. A Benefits Auditing Analyst checks the data across entities for the errors multi-EIN operations breed: duplicate records, wrong-entity enrollments, and departed crew still on a carrier bill.
How You Buy It
Benefits Admin Software is self-service enrollment in one system. Software + ACA Compliance adds aggregation-aware tracking and Forms 1094-C and 1095-C per entity. Fully Managed adds a dedicated specialist and auditing analyst who run it all. Full detail on the managed benefits overview.
Your monthly estimate on screen - no call required
Multi-entity payroll the bigger fire? BEG's core service is managed payroll for franchises, and one employment standard across units lives in franchise HR outsourcing.
A Common Scenario
An owner with five units, each its own LLC with its own EIN and around 15 employees, reasonably assumes none of them individually approach the 50-employee applicable-large-employer line. Under IRS controlled-group aggregation rules, common ownership combines those entities for ACA status: the same owner is a 75-employee employer, obligated to offer coverage to full-time staff agency-wide, even though every individual unit files its own Forms 1094-C and 1095-C. Operators who count each LLC in isolation typically discover the aggregation rule from a penalty notice, not from their own payroll reports.
Questions
Plan setup across every entity and location, one enrollment experience for all units, eligibility tracking that respects each EIN, life-event changes, deduction sync with payroll, and ACA reporting entity by entity.
Not necessarily. Under IRS aggregation rules, companies with common ownership are generally combined to determine applicable large employer status, so five 15-employee units can be one 75-employee employer for ACA purposes.
Yes. One system holds every unit, so a shift lead transferring across town or across a state line carries one employment record, one eligibility history, and one enrollment instead of a duplicate.
No. Your broker keeps advising on plan design and placing coverage across your units. BEG Managed Benefits handles the administration behind those plans: enrollment, eligibility, data, and filings.
Each ALE member files its own Forms 1094-C and 1095-C even when entities are aggregated for status. Administration keeps every employee attached to the right EIN so each entity files clean.
No. There is no co-employment and no master plan takeover. BEG Managed Benefits, powered by isolved, administers the plans you and your broker already chose. You stay the employer at every unit.
No, and the distinction matters. Joint-employer exposure attaches to who determines which benefit plans or benefit levels apply, not to who processes enrollment or files the paperwork behind a plan the franchisee already chose. BEG Managed Benefits administers the plans your ownership group selected; plan design decisions stay with you and your broker, keeping the administrative layer separate from the control question regulators actually look at.
A monthly per-employee cost far below hiring one internal benefits administrator per unit, which realistically runs $60K-$100K a year in salary and overhead for a single location, let alone five. Answer five questions in the estimate form and your monthly range appears on screen; exact pricing is confirmed on your discovery call.
Coverage loss from a unit closing or an ownership transfer is a qualifying event like any other, and election notices and premium deadlines run on the same federal timelines regardless of what happened at the entity level. COBRA premiums run up to 102% of plan cost, commonly translating to roughly $110/day of exposure per lapsed election if notices or payment windows are mishandled during a transition. Centralized tracking keeps that clock accurate even while ownership paperwork is still being sorted out.
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Your monthly estimate on screen - no call required
