ACA Compliance

The smart, 360-degree system for Affordable Care Act tracking and reporting

Welcome NAHU members!

We are excited to be a NAHU Partner providing you with a trusted ACA reporting solution so you can service your customers effectively at a price that won’t break the bank. Through our national partnership, NAHU members will receive a 10% discount toward our ACA solution. Simply include verification of your NAHU membership when you place an order.

 You need help untangling ACA compliance requirements. We make it easy for you.

As your ACA software partner, we’ll equip you with the software tools, support and expertise you need to be ACA-compliant with the IRS.

The Integrity Data ACA Compliance Solution supports you with ACA compliance and penalty risk management in a way that is:

Since the introduction of the Affordable Care Act, we’ve helped more than a thousand companies fulfill their requirements successfully.

We have been immersed in ACA compliance since early 2012 and have consistently stayed a step ahead. We released and installed our first commercial version in February 2014, two weeks after the IRS issued final regulations. Since then, we have continuously added functionality to our software and stayed current with the many changes in the law and the related IRS regulations. This expertise not only translates to the comprehensive and reliable software, but also to the resources you’ll have.

Easy to use with quick on-boarding tools and powerful automation capabilities, our fully-supported solution won’t require extensive training or maintenance. Our team puts its focus on updates and service.

Not only does the solution offer everything you need to fully manage year-end ACA compliance reporting requirements for the IRS, it also provides easy penalty risk management with eligibility tracking and affordability reporting.

Our solution helps you easily avoid the stiff penalties the IRS imposes for lack of compliance. In addition, with compliance tracking and reporting simplified, you’ll avoid the cost of hiring internal personnel to do what our system automatically will do for you.

Learn more about our solution
Are you a service provider? Click here

See what businesses are saying about our ACA Compliance Solution 

Waubonsee Community College

“I am so glad I found your company and we decided to use your ACA Compliance Solution. The ease of use and knowledge of staff has been great.”
– Danielle D. Depke, HR System Analyst

Care Advantage

“I would like to take a moment to recognize an outstanding team that you have at Integrity Data. I have worked closely with the Support Team, who were outstanding in their help and quick response whenever help was needed.”
– Nevine Youssef | Accounting and Finance Manager, Care Advantage

Loxahatchee River District

“This ACA Compliance software was very easy to use and completed the task with very little effort. It gave me more time to focus on other tasks, knowing that Integrity Data’s software handled much of the heavy lifting. Integrity Data’s support team was the backbone of the process.”
– Thomas Reynolds, Human Resources Generalist

HealthBack Home Health

HealthBack Home Health

“The only solution that made sense with the least amount of work for us was Integrity Data’s ACA Compliance solution. Their ACA solution was the only one that allowed us to use what we already have and keep everything in-house…”
– Sabrina Spencer, COO

Read their case study…

Central Service Association

Central Service Association

“Integrity Data’s ACA Compliance Solution helped us give our members a peace of mind and saved them from IRS penalties… Their programmers are top-notch and they are all so easy to work with.”
– Jeffrey Newell, Senior Information System Representative

Read their case study…

Cheryl Johnson of Manpower



“Integrity Data had a head start on the law from the very beginning. They kept up on all the IRS changes and now have a few years under their belt, whereas Microsoft Dynamics GP is just gearing up.”
– Cheryl Johnson, Benefits Specialist

Read their case study…

Read more client successes here!

For software pricing, call John Slevin at 888.786.6162 or email

ACA - Peace of Mind



Integrity Data's ACA Compliance Solution Fact Sheet

ACA Compliance Solution Fact Sheet

ACA Compliance Feature Functionality

ACA Compliance Feature Functionality

ACA Compliance Solution User Guide

ACA Compliance Solution User Guide









Knowledge Base

As stated in the final regulations that, on February 10, 2014, implemented the employer responsibility provisions of the Affordable Care Act (ACA): “Factors to consider include, but are not limited to, whether the employee is replacing an employee who was or was not a full-time employee, the extent to which employees in the same or comparable positions are or are not full-time employees, and whether the job was advertised, or otherwise communicated to the new hire or otherwise documented (for example, through a contract or job description), as requiring hours of service that would average 30 (or more) hours of service per week or less than 30 hours of service per week.”

Again, according to the final regulations: “Based on the facts and circumstances at the employee’s start date, the employer cannot determine whether the employee is reasonably expected to be employed on average at least 30 hours of service per week during the initial measurement period because the employee’s hours of service are variable or otherwise uncertain.”

Part III was added in order to track dependent coverage for self-insured plans. The instructions are specific: “Complete Part III ONLY if the employer offers employer-sponsored self-insured health coverage in which the employee enrolled. This part must be completed by an employer offering self-insured health coverage for any employee who enrolled in the coverage, regardless of whether the employee is a full-time employee.”

Unless the employer’s policy is self-insured, you will not put anything in Part III of Form 1095-C. A self-insured group health plan (or a “self-funded” plan, as it is also called) is one in which the employer assumes the financial risk for providing health care benefits to its employees. Self-insured employers pay for each out-of-pocket claim as those claims are incurred instead of paying a fixed premium to an insurance carrier – the arrangement known as a fully-insured plan. Even though these plans are called self-insured plans, an employer typically does not assume 100% of the risk for catastrophic claims. Rather, the employer buys a form of insurance known as stop-loss or excess-loss insurance to reimburse the employer for claims that exceed a predetermined level.