With the election confirming that the Affordable Care Act is here to stay, associations are taking a closer look at how to ensure that their health plans stay compliant with the new law—and what impact this will have on their employees.

Some parts of the law are already in force, such as the requirement to cover dependents until age 26. But other key provisions take effect in January 2014, including the health exchanges where individuals and small businesses may purchase insurance.

"There's no more reason to procrastinate," said Zack Pace, a senior benefits consultant with CBIZ, Inc. "We're talking about the exchanges opening in October. That's less than 11 months. Now's the time to figure out if you have a problem."

Pace says groups should be looking at their insurance now and develop an action plan in the first quarter of next year at the latest, so there is time to make changes before enrollment begins for 2014. Key areas to examine:

• Check that employees are eligible to get health benefits within 90 days. Pace said most new employees enroll in a plan on the first day of the month following a short waiting period. If that waiting period is 90 days, waiting until the first day of the next month is too long. This applies to all employers offering health care benefits, not just larger companies.
• For groups with 50 or more full-time employees (defined as 30 hours a week) or full-time equivalents, determine whether health benefits are being offered to everyone working 30 or more hours a week. These employers will pay a penalty on all full-time workers if even one who was not offered workplace coverage goes to the exchange and receives subsidized insurance.
• Calculate whether the employee cost for insurance meets the "affordability test." Employers of 50 or more full-timers face penalties if a staffer, whose workplace coverage is deemed unaffordable, gets subsidized insurance through the exchange. "It's a quick calculation to run," Pace said. "I've been talking with clients about this since this summer."
• Review whether the plan offers better benefits, or lower costs, for highly compensated employees. Regulations are pending that are expected to impose large penalties on all employer-sponsored health plans that favor top-paid staffers this way, Pace said.