The IRS has, once again, come out with a holiday gift for employers. In the recently-released Notice 2019-63, the IRS provided additional reporting relief for employers for the 2019 calendar year. In short, the Notice provides:

  • The due date for providing Forms 1095-C or 1095-B to employees and individuals is extended 30 days to March 2, 2020.
    • The IRS will not grant an additional 30-day extension beyond this deadline. Even with this extension, the IRS specifically encouraged employers and other coverage providers to send the Forms to employees and individuals as soon as possible.
    • The IRS also said that, if an employer submitted a request for a 30-day extension to furnish these forms, the IRS will not respond to that request since it is now moot.
  • Special new relief for coverage providers.
    • New this year, the IRS is giving coverage providers (like insurance carriers) a limited pass on providing the 1095-B statements to individuals (filing with the IRS is still required).
    • Because the individual penalty for not having health insurance is reduced to $0, the IRS noted that individuals do not need to report whether they had coverage or not.
    • To qualify for the relief, the coverage provider has to post a notice on its website that the form is available on request. It also has to provide the form within 30 days of a request.
    • Notably, this relief does not apply to self-funded employers who report coverage taken by full-time employees on Part III of the Form 1095-C. Therefore, that reporting is still required for full-time employees.
    • However, self-funded employers can take advantage of this relief if they are reporting on any employees who were not full-time for any part of 2019. This could apply, for example, to covered part-time employees, covered retirees, or COBRA beneficiaries.
      • However, it would require the employer to post a notice prominently on its website that the forms are available on request and the employer would have to respond to a request within 30 days. For this purpose, it is not clear whether the “website” is the employer’s external website or an internal benefits website. Given that retirees and COBRA beneficiaries may not have access to an internal website, an external website may be required.
      • For employers with large numbers of part-time employees, retirees, or COBRA beneficiaries, there may be cost savings from not having to print and mail the forms.
      • However, from a practical perspective, many employers will likely find that the effort involved in separating out the small population of non-full-time employees on the plan is significant.
      • Also, given the relatively late release of this guidance, reporting vendors may not be able to reliably separate out these populations in time for the furnishing deadline, even with the extension to March 2.
  • Good faith penalty relief is also extended for the 2019 forms.
    • This means that employers and coverage providers who work in good faith to complete the forms will not be assessed penalties due to missing or inaccurate information.
    • The good faith penalty relief only applies to the information in the forms, not to meeting the deadlines for providing or filing the forms.
    • In determining good faith, the IRS will take into account whether the employer or coverage provider made reasonable efforts to prepare for the reporting requirements, such as gathering and transmitting the data to appropriate parties.
    • Notably, employers and coverage providers are not eligible for this relief if they file the forms late with the IRS or miss the extended deadline for furnishing the forms to individuals.Therefore, timeliness is extremely important.
  • Notably, the deadline for filing the forms with the IRS is not extended.
    • Therefore, employers filing by paper must submit their forms to the IRS by February 28, 2020.
    • Those filing electronically have until March 31.
    • As a reminder, employers and coverage providers who are filing more than 250 of these reporting forms are required to file electronically.


Even with this relief, employers should continue to focus on making sure reporting is accurate and timely. While the deadline extension and good faith relief will help an employer avoid penalties, the only way to do so is to make sure the forms are filed on time. Late or inaccurate forms could lead the IRS to issue a Letter 226J a year or two down the road creating additional headaches at that time. Additionally, employers will want to explore whether the limited relief for furnishing forms to individuals who were not full-time employees is worth the effort.  HUB will continue to monitor the ACA reporting developments and keep you apprised as the law evolves.

If you have any questions, please contact your HUB Advisor. View more compliance articles in our Compliance Directory.


The information herein is intended to be educational only and is based on information that is generally available. HUB International makes no representation or warranty as to its accuracy and is not obligated to update the information should it change in the future. The information is not intended to be legal or tax advice. Consult your attorney and/or professional advisor as to your organization’s specific circumstances and legal, tax or other requirements.