13 Dec IRS Extends Form 1095 Distribution Deadline to March 4, 2019
Similar to the last couple years, the IRS announced in Notice 2018-94 that it has extended the due date for employers and insurance companies to provide 2018 Form 1095s to individuals. Applicable large employers (ALES), and small employers who offer self-insured plans, now have until March 4, 2019 to provide Forms 1095-B or 1095-C to employees and plan participants. The original due date was Jan. 31,2019. This extension is automatic, employers do not have to request it, but there also is no option to further extend beyond March 4.
Reporting to the IRS
The due dates for filing Form 1094 and Form 1095 returns with the IRS have NOT been extended.For 2018 reporting, the deadline to file employer Form 1094 and Form 1095s with the IRS is Feb. 28, 2019 for paper filers, and April 1, 2019 for those who file electronically. Any employer filing 250 or more Form 1095s must file electronically.
Good Faith Relief
The IRS has also extended relief from reporting penalties that can apply under §§6721 and 6722 for a failure to report correct information so long as an employer cans how it made good-faith efforts to comply with information-reporting requirements under §§6055 and 6056 (reporting on covered individuals and on coverage offered to full-time employees). It is important to keep in mind that there is no similar relief for a failure to file within the required time frame. Guidance indicates that for incorrect reporting that was timely submitted and distributed to individuals, “the Service will take into account whether an employer or other coverage provider made reasonable efforts to prepare for reporting the required information to the Service and furnishing it to employees and covered individuals, such as gathering and transmitting the necessary data to an agent to prepare the data for submission to the Service or testing its ability to transmit information to the Service.”
IRS Notice2018-94: https://www.irs.gov/pub/irs-drop/n-18-94.pdf
Payroll Partners is committed to helping clients stay informed about payroll and human resource news, developments and current events. This article is intended to provide readers with general information on human resources matters. The article does not constitute, and should not be treated as professional advice regarding the use of any particular human resources practice. All efforts have been made to assure the accuracy of the information. Payroll Partners does not assume responsibility for any individual’s reliance upon the information provided in the article. Readers should independently verify all information before applying it to a particular fact situation, and should independently determine the impact of any particular human resources practice. If you are seeking human resources advice, you are encouraged to consult a human resources professional.