Compliance Doesn't Have to Be Complicated
Federal regulations generally require employee benefit plans with 100 or more participants to undergo an annual audit. Our proactive approach helps plan sponsors fulfill their fiduciary responsibilities. We make it seamless.
Avoid Costly Penalties
We identify control deficiencies, late remittances, and eligibility errors before they become issues.
Fiduciary Confidence
Help plan sponsors fulfill their responsibilities with complete peace of mind.
Participant Trust
Facilitate participant confidence that their hard earned benefits are subject to a proper audit.
Seamless Process
Our attention to detail ensures minimal disruption to your staff during the audit.
Comprehensive Audit Services
Our team stays current with Department of Labor requirements, ERISA guidelines, and AICPA standards to ensure your plan remains compliant.
What We Audit
What We Prepare
Beyond The Audit
What to Expect
Our process is straightforward and structured. No pressure. No obligation. Just clarity.
Discovery Conversation
A brief call to understand your plan’s complexity, participant count, and specific compliance needs.
Plan Assessment
We analyze your current reporting structure and identify any potential compliance gaps.
Efficient Execution
We assign experienced personnel to provide continuity and minimal disruption to your staff.
Evaluate the Health of Your Employee Benefit Plan
This quick assessment is designed to help you identify potential areas of concern and better understand how your plan measures up.
Federal regulations generally require employee benefit plans with 100 or more eligible participants at the beginning of the plan year to undergo an annual audit by an independent qualified public accountant.
During your first audit, we’ll review your plan document, amendments, and operations to ensure they align. We’ll test participant eligibility, contributions, distributions, and compliance with DOL and IRS regulations. Our team guides you through every step to make the process as smooth as possible.
Form 5500 is generally due on the last day of the seventh month after the plan year ends (July 31 for calendar-year plans). An extension of up to 2.5 months (to October 15) can be filed using Form 5558.
While our primary offices are in West Michigan, we provide audit services for employee benefit plans across the region and can evaluate fit for plans in other locations.