Do you know your full-time-equivalent figure?
Enter the figure you already use, or estimate it from a recent payroll total-hours report before confirming your workforce range.
Enter the figure from your payroll, benefits, accounting, or compliance records.
Calculation: total hours ÷ the proportional share of 2,080 annual hours. This is a general planning estimate. ACA large-employer status uses a separate month-by-month method, and the small-business health-care tax credit applies additional employee-level rules.
How large is the workforce?
We have preselected a range from the FTE figure. Confirm or change it. This range guides the diagnostic but does not by itself establish ACA Applicable Large Employer status.
What do employees have now?
A QSEHRA cannot coexist with an employer group health plan. The current arrangement changes the available paths.
What must the benefit accomplish?
Choose the employer’s first priority. A second path will be surfaced when the facts warrant comparison.
How differently do employees need to be treated?
Different locations, salaried and hourly groups, or full-time and part-time populations can favor a more flexible structure.
How many employees are realistically likely to participate?
Use likely enrollees—not total employees. Group arrangements may carry participation or monthly minimums.
Why this direction
What must be verified
Your health result will remain available while you continue.
Educational planning tool only—not legal, tax, insurance, or employee-benefits advice. Eligibility and penalty protection depend on current rules, correct workforce measurement, affordability, minimum value, plan documents, employee offers, and required reporting.