Health benefits made simple for franchises and small businesses.
Give employees more choice while keeping your health benefits budget predictable.
- You set the contribution.
- Employees choose their coverage.
- Rikor helps handle the rest.
Get started shows real plan prices for your team. No account needed.
Same allowance for everyone in the class.
- SarahFamily of fourGoldCovered
- MikeJust himselfBronzeCovered
- JessKeeps her specialistSilverCovered
- Plan documents
- Required notices
- Enrollment help
- Member support
One decision for you. Real choices for them.
Most benefits ask you to become an expert first. This asks you for one number — then gets out of the way.
- 01 · Employer
Choose your contribution
Pick a monthly amount per employee. It stays put at renewal unless you change it.
- 02 · Employee
Explore individual coverage
Each person sees the plans available where they live, with your contribution already applied.
- 03 · Employee
Choose what fits
Their doctors, their budget, their family. Nobody has to share one plan.
- 04 · Rikor
Support the whole process
Plan documents, required notices, enrollment help, and tracking who is actually covered.
Start from where you are.
- Small business owners“I want to offer benefits, but group plans don’t fit a team our size.”Health insurance options for small businesses →
- Franchise owners“I need benefits for my crew without blowing up my location’s margins.”Health insurance for franchise owners →
- Franchisors“I want every location to have an answer — without corporate running it.”Benefits across your franchise system →
- Employees“My employer offers an ICHRA. What does that actually mean for me?”What your ICHRA means for you →
Same budget. Three different answers.
One company plan turns one family's trade-off into everyone's. Here, three people on the same $400 allowance each pick what actually fits.
Covers her husband and two kids. Wants to keep her pediatrician.
- Plan premium
- $1,180
- Employer covers
- − $400
Just himself. Healthy, rarely goes, wants the lowest monthly cost.
- Plan premium
- $310
- Employer covers
- − $310
The plan costs less than the allowance, so $90 simply goes unspent — an ICHRA reimburses a premium and can't be taken as cash.
Manages a condition with a specialist she is not willing to change.
- Plan premium
- $505
- Employer covers
- − $400
They don't have to pick the same plan. Each policy belongs to the employee, so their doctors stay their doctors — and the coverage is theirs to keep, at their own cost, if they ever leave. What an ICHRA means for employees
Offer benefits without becoming a benefits expert.
Two things are yours: decide what to contribute, and tell us who works there. The paperwork, the notices and the enrollment questions are ours.
- Predictable: your contribution is a number you choose, not a renewal you're handed.
- Visible: see who's enrolled, who's pending and what's committed, without asking anyone.
- Transparent: Rikor costs $30 per enrolled employee per month, only for people who actually enroll.
Reimbursements never exceed the allowance you set. Unused allowance isn't spent.
Example employer dashboard. Figures are illustrative.
Fits how franchises are actually built.
Corporate wants every location to have something to offer. Owners want to control their own costs. Those usually pull against each other — here they don't.
- Tier 1
Franchisor
Makes the program available across the system
No payroll, no plans, no paperwork at corporate
- Tier 2
Franchise owner
Sets their own monthly contribution
Each location decides independently
- Tier 3
Employee
Picks the plan that fits their family
Their policy and their doctors — theirs to keep, at their own cost, if they leave
Plan documents, the employee notices federal rules require, enrollment support, and tracking who is actually covered — for every location, without corporate administering any of it.
The details — separate employers, multi-unit owners, location-based allowances — are in how ICHRA works for franchises.
It's called an ICHRA. Now also a CHOICE Arrangement.
An Individual Coverage Health Reimbursement Arrangement lets you reimburse employees, tax-free, for individual health insurance they choose. In September 2026 the federal government began calling it a CHOICE Arrangement — same rules, new name.
You don't need to understand it to use Rikor. But if you want to, it's worth knowing well.
The unglamorous parts, handled properly.
An ICHRA comes with real federal requirements. Most of the work is paperwork nobody wants to think about — which is exactly why we do it.
Plan documents, written and ready to sign
An ICHRA is a formal employee benefit plan. Your plan document and summary plan description are generated with your dates and your contribution, for you to review and e-sign.
The required employee notice, sent on time
Eligible employees must be told about the offer at least 90 days before the plan year starts. The notice goes out automatically and acknowledgments are tracked.
An affordability check you can run
If you have 50 or more full-time-equivalent employees, whether your contribution counts as “affordable” has a real answer. The dashboard shows it, employee by employee.
Help for your team, not just for you
Employees get help finding a doctor, understanding a bill and fixing a claim that went wrong — so those questions don’t land on your desk.
Find out what it would cost you.
Answer a few questions about your team and see real individual plan prices in your area, with your contribution applied. No account, no card, no call.