# How is FTE calculated for Obamacare?

## How is FTE calculated for Obamacare?

How are full-time equivalent employees (FTEs) calculated under the Affordable Care Act? FTEs equal the number of full-time employees (those working 30 or more hours per week) plus the number of hours worked in a month by part-time employees (those working fewer than 30 hours per week) divided by 120.

**How do you calculate full-time equivalent for ACA?**

How do we calculate the average hours worked to determine the number of full-time equivalents under the Affordable Care Act?

- Combine the number of hours of service of all non-full-time employees for the month, but do not include more than 120 hours of service per employee.
- Divide the total by 120.

### How do you calculate FTE in health insurance?

Full-Time Equivalent: The full-time equivalent of part-time employees is the number of hours worked by all your part-time employees in a given month divided by 120. For example: two employees who each work 15 hours/week are added together to equal one full-time employee.

**How do you calculate full-time equivalent employees?**

To find out how many full-time equivalent employees you have, multiply the number of part-time employees you have (20 employees) by the number of hours they work per month (60 hours).

## How many hours is 0.6 FTE?

If your company considers full time to be 36 hours per week and an employee only scheduled for 24 hours, that employee’s FTE would be 0.6 (24 / 36 = 0.6).

**How do you calculate average hours worked per week for ACA?**

If an employee is working continuously during the measurement period, calculating the average hours worked per week is straightforward: total all the hours worked in the 12-month measurement period and divide it by the total number of weeks worked (52 weeks), treating any paid time off as hours worked.

### How do you calculate full-time hours?

A full-time employee is someone who works a maximum of 40 hours (30 hours minimum) every week for over 120 days every year.

- Multiply the number of workers by 40 (8 hours a day x 5 days a week). Example: 6 full time workers: 6 x 40 = 240 hours.
- Multiply the result by 52 (weeks in a year).

**How many hours is a full-time equivalent?**

FTE is based on a full time equivalent of a 40 hour work week. Using the number of hours you intend for the employee to work (estimate the average if it is not exact) divide by the full time equivalent of 40.

## Is 0.8 considered full-time?

An FTE calculation for all employees in a company needs to be rounded down to the nearest whole number (usually, 1.0 FTE or greater). On the other hand, the FTE for individual employees may be: 80% (0.8) FTE. 75% (0.75) FTE.

**What is considered full-time according to the Affordable Care Act?**

The ACA defines a full-time employee as an individual who works an average of at least 30 hours per week.

### What is the full-time equivalent for the ACA?

The full-time equivalent is used to determine employer size under the ACA. Any employee working at least 30 hours per week is considered full time. In addition, part-time employees are counted using the full-time equivalent method of adding the total number of hours worked by all part time employees in a month, and dividing by 120.

**What is the full-time equivalent of an employee?**

The full-time equivalent is used to determine employer size under the ACA. Any employee working at least 30 hours per week is considered full time.

## What is an applicable large employer under the Affordable Care Act (ACA)?

If the total number of FTEs is 50 or more, you will be considered an applicable large employer under the ACA (which means you are subject to ACA compliance).

**How do you calculate FTE of part-time employees?**

# of full-time employees + (# of part time hours per week, per month / 120) = FTE 40 FT employees + (1667 total PT hours monthly / 120) = 13.8 (round down to 13)