A group plan hands you a renewal every year and you either absorb it or pass it on. An ICHRA works the other way round: you choose a monthly allowance, and that number is your cost. It doesn't move unless you move it.
Typical small-group renewal increase for 2026 — the biggest single-year jump since 2010.
US businesses now use an ICHRA as their main health benefit, up 53% in a year.
No participation threshold and no company-size limit. One W-2 employee is enough.
A monthly dollar amount per employee. You choose it, and you can set different amounts for different groups — full-time and part-time, or by location.
Each employee picks an individual plan that fits their family and their doctors. It belongs to them, not to the job.
Tax-free to you and to them. Anything above the allowance, the employee covers — and they see that number before they choose.
Two things: fund the allowance, and tell us when someone joins or leaves. That's the whole job.
$30 per enrolled employee per month. You only pay for people who actually take coverage, and it never comes out of anyone's allowance.
The usual worry about ICHRA is that “pick your own plan” means “you're on your own.” It doesn't. Every enrolled employee gets a member concierge who handles the parts nobody wants to deal with — and none of it routes back to you.
Your team gets a named human to call, not a general insurance hotline.
Nobody has to decode a provider directory on their own.
Less time on hold means less time away from a shift.
The single most common source of benefits confusion, handled.
Denied claims get chased by someone who does this daily.
Balance-billing disputes are handled, not left to the employee.
A small thing that generates a surprising number of questions.
Plan details available at the point of care.
Support runs Monday to Friday, 7am – 7pm Central, and is included — there's no separate charge to you or to your employees.
Yes. Individual Coverage HRAs were created by federal rule in 2019 and are governed by 26 CFR 54.9802-4. Any employer with at least one W-2 employee can offer one. There is no minimum size and no participation requirement.
They gain choice. Instead of the one plan you picked for everyone, they choose their own network and their own doctors, and the plan stays with them if they leave. Someone whose spouse already has coverage can pick something cheaper rather than paying for a plan they don’t need.
That’s where an ICHRA does its best work. Group plans price and network by location, which is why multi-state franchises get poor quotes or none at all. With an ICHRA everyone shops their own local market and you fund the same allowance regardless of where they live.
An employee offered an affordable ICHRA can’t also claim a marketplace subsidy — so for some lower-income employees a subsidy is genuinely the better deal. We show you which is which before you commit, rather than after.
You can’t offer both to the same class of employees. You can offer an ICHRA to one group and a traditional plan to another — for example, salaried staff on a group plan and hourly staff on an ICHRA.
Setup takes about 15 minutes and saves as you go. Nothing is final until you review and sign your plan documents — so you can walk the whole thing and stop if it isn't right.
Renewal and adoption figures are for 2026, from the Peterson-KFF Health System Tracker and the HRA Council's 2026 data report. Individual Coverage HRAs are governed by 26 CFR 54.9802-4. This page is general information, not tax or legal advice — your own numbers depend on your team, and we'll show you those before you commit to anything.