Compliance Services
Stay compliant. Every cycle, every filing.
ACA reporting, tax compliance, payroll audits, and regulatory filings — handled by consultants who know Dayforce end-to-end.
Every engagement is scoped to your specific regulatory environment — multi-state, multi-jurisdiction, or single-state.
1094-C/1095-C generation, coverage measurement, affordability calculations, and IRS penalty exposure reviews.
Federal, state, and local tax configuration across every jurisdiction your employees live in.
Pay rules, garnishments, FLSA classifications, and overtime calculations — configured correctly from day one.
EEO-1, VETS-4212, state labor law reporting, and federal contractor requirements — filed accurately and on time.
Benefits enrollment, carrier EDI feeds, COBRA administration, and ERISA compliance across your carrier ecosystem.
Most compliance failures aren't intentional — they're the result of a Dayforce configuration that was set up once and never reviewed as regulations changed. We treat compliance as a living system, not a one-time configuration.
Our consultants audit your existing Dayforce configuration against current regulatory requirements, identify gaps, and build a remediation plan with fixed pricing. We also provide ongoing compliance monitoring as part of our managed services retainer.
Schedule a Compliance Audit →Measurement period misaligned with plan year — triggers IRS penalty exposure
State withholding codes not updated after a legislative change — employees under/over withheld
FLSA exemption classifications never reviewed post-Department of Labor rule changes
EEO-1 Component 2 data not captured correctly in Dayforce — federal contractor exposure
834 EDI feed mapping falls out of sync after a carrier platform upgrade
Most compliance engagements run 6–12 weeks. Complexity — multi-state tax jurisdictions, federal contractor reporting, ACA penalty remediation — extends that range. Here's the typical sequence:
We review your current Dayforce configuration against all five compliance pillars — ACA, tax, payroll, regulatory reporting, and benefits. We document every gap, assign a risk level, and build a prioritized remediation work plan. Deliverable: gap report with fixed-price scopes.
We fix critical compliance gaps in Dayforce — ACA measurement period setup, state withholding codes, FLSA classification configuration, filing deadline tracking. We work in your Dayforce environment directly with admin access. All changes are tested before going live.
We validate carrier EDI 834 feeds, SFTP integrations to benefits carriers, and tax filing interfaces. Data flows must work end-to-end before filing season. We run test transmissions and validate output against carrier specs.
Before any major filing, we run validation checks inside Dayforce — ACA 1095-C data completeness, tax jurisdiction coverage, garnishments priority order. We catch errors before they become penalties or rejected filings.
After initial remediation, we move to quarterly reviews. Every 90 days we audit your configuration against current regulatory requirements, update for legislative changes, and provide a compliance status report. This is included in the managed services retainer.
Use this checklist to hold your implementation team accountable. If something isn't done, it needs an owner, a reason, and a documented risk acceptance.
All active and ongoing measurement periods reviewed against current IRS instructions. Measurement groups aligned with plan year. Coverage offer codes (2/2A/2B) validated for all applicable employees.
Every state with employees has a configured tax jurisdiction in Dayforce. State tax codes, rates, and deposit schedules verified. Local/city tax jurisdictions configured where applicable.
All employee classifications (exempt/non-exempt) reviewed against current DOL guidance. Overtime rules configured for state-specific requirements. Worker classification audit completed.
EEO-1 Component 1 and Component 2 (if applicable) data capture confirmed. VETS-4212 filing pipeline verified. State quarterly wage reporting schedules configured with correct deadlines.
All carrier EDI feeds tested and confirmed operational. Benefits eligibility rules aligned with plan documents. COBRA notification triggers configured in Dayforce.
All active garnishments reviewed and priority order validated in Dayforce. Calculated deductions verified against court order amounts. Tax levies and child support orders up to date.
Configuration freeze period defined before year-end close. Change control process documented for post-freeze modifications. Emergency change escalation path confirmed.
Quarterly review schedule confirmed with Harmon & Co. Filing deadline reminders enabled. Legislative change alert process documented. Contact and escalation information distributed to payroll team.
Compliance isn't a one-time fix — it requires ongoing monitoring as regulations change and your employee population shifts. We structure post-setup support in three windows with clear response times.
We monitor your Dayforce configuration daily during the first 30 days after compliance setup. We validate that filing data is flowing correctly and catch any configuration issues before they compound.
We run our first full compliance review 90 days post-setup — checking for regulatory changes that have occurred, validating filing accuracy, and adjusting your configuration for any legislative updates.
Retainer clients receive quarterly configuration reviews, 60-day filing deadline alerts, pre-filing validation, and legislative change notifications. You never go into a filing season without knowing exactly where you stand.
The IRS penalty exposure is in the IRS letter. The garnishment violation is in the court order. The EEO-1 exposure is in the federal contractor report. Dayforce is the system — it's not the authority. Your Dayforce consultant needs to understand the regulatory framework, not just the configuration screens.
Most Dayforce consultants treat compliance as a checkbox — they configure the 1094-C form, hand it over, and move on. When the IRS penalty letter arrives, there's no ownership. You get a "we'll take a look" and a three-week wait.
Book a Compliance Consultation →We understand the underlying regulations — IRC 4980H, IRS Instructions for Forms 1094-C/1095-C, FLSA classification criteria, EEOC filing requirements. Configuration follows from understanding, not reverse-engineering.
Every engagement ends with a compliance status report documenting what was configured, what was validated, and what needs ongoing monitoring. You never wonder where you stand.
We stay engaged through the annual filing season. If a 1095-C gets rejected, we fix it. If EEO-1 data needs correction, we handle it. You don’t navigate that alone.
Dayforce releases changes that can silently alter tax calculation logic, ACA coverage codes, or garnishments. We monitor release notes and proactively validate your configuration after any Dayforce update.
Every engagement is scoped to your specific regulatory environment and employee population. We don't sell you a template — we build a compliance program that fits.
Full IRS penalty exposure analysis — 1094-C/1095-C data completeness, coverage measurement period alignment, affordability code validation, and IRC Section 4980H penalty calculation. Remediation plan included. For multi-state employers, we also review state-level ACA equivalents (Massachusetts, New Jersey, California).
Complete tax jurisdiction audit — federal tax setup (FIT, FICA, FUTA), state withholding codes for every state where employees work, and local/city tax jurisdictions. Multi-state employers commonly have gaps: states added after employees relocated, local taxes not configured, tax codes not updated after legislative changes.
FLSA exemption classification review against current DOL guidance, state-specific overtime rule configuration, garnishment calculation and priority order validation, and minimum/living wage compliance check across all jurisdictions. Especially important for companies with distributed workforces.
EEO-1 Component 1 and Component 2 (federal contractors) filing pipeline setup and annual filing support. VETS-4212 configuration and filing. State quarterly wage reporting setup and deadline management. ERISA and COBRA notification triggers configured in Dayforce.
Carrier EDI 834 feed configuration and validation, benefits eligibility rules setup, COBRA notification and administration triggers, ERISA required plan documents, and HIPAA privacy and security compliance review. Critical for companies with complex benefits ecosystems.
Quarterly compliance reviews, 60-day filing deadline alerts, pre-filing validation, and legislative change notifications. Retainer clients also get priority support during filing season and a dedicated compliance consultant who knows your configuration.
Our managed services retainer includes quarterly compliance reviews, deadline tracking, and pre-filing validation. You get a team watching your configuration year-round — not just during crunch time.
Talk to a Compliance Consultant →We audit your Dayforce configuration against current regulatory requirements every 90 days — before problems compound.
We maintain a compliance calendar and send reminders 60 days before each deadline, with a checklist of what needs to be ready.
Before every major filing (ACA, EEO-1, VETS), we run validation checks in Dayforce to catch data errors before they become penalties.
When tax law, ACA rules, or FLSA thresholds change, we proactively notify clients and provide a remediation scope.
Tell us your current compliance situation. We'll give you a clear picture of what's at risk and what it costs to fix.