An Individual Coverage Health Reimbursement Arrangement (ICHRA) is a defined contribution health plan that allows employers to provide tax-free reimbursement for individual health insurance premiums and eligible medical expenses. This model shifts risk from the employer to the individual market, moving away from traditional defined benefit group structures.

Purpose and background of ICHRAs

Established under regulations effective January 1, 2020, ICHRAs were designed to reverse the decline of small business health coverage and stabilize the individual market. For payers, this creates a new enrollment channel where members remain on individual products, such as Affordable Care Act (ACA) plans, while their employer funds the premium, offering a sustainable alternative to traditional group health plan options.

Comparison: ICHRA vs. QSEHRA vs. HRA vs. Traditional group health insurance

While these models share the goal of coverage, their structural differences impact payer administration and product strategy.

Feature	ICHRA	QSEHRA	Integrated Health Reimbursement Arrangement (HRA)	Traditional group health insurance
Employer size	Any size	Fewer than 50 FTEs only	Any size	Any size
Payer product	Individual (ACA) / Medicare	Individual (ACA) / Medicare	Group health plan	Group health plan
Risk model	Individual risk pool	Individual risk pool	Employer self-insured or fully insured group	Employer self-insured or fully insured group
Contribution limits	No limit	Capped by IRS annually	No limit (employer set)	Varies by carrier
Employee classes	Yes (11 customizable classes)	No (must be uniform)	Yes (follows group rules)	Limited (non-discrimination testing)
Premium tax credits	Ineligible if offer is "affordable"	Eligible (credit reduced by HRA)	Ineligible	Ineligible

Employer eligibility and responsibilities

Eligibility: ICHRAs are available to employers of any size, with no limitations on the number of employees.
Responsibilities: The employer functions as the plan sponsor and retains full liability for compliance. Key duties include creating the legal plan document, providing a 90-day notice to eligible employees, and performing annual affordability calculations to satisfy Affordable Care Act (ACA) mandates.

Employee eligibility requirements

To participate, employees must be enrolled in individual health insurance (MEC) or Medicare. They cannot be covered by a spouse’s group plan or short-term limited-duration insurance.

Individual health insurance coverage requirements

To participate in an ICHRA, employees must be enrolled in a standard individual health insurance plan (typically from the Health Insurance Marketplace) or Medicare.

What qualifies: Major medical plans that meet ACA standards.
What does not qualify: Short-term limited-duration plans, dental/vision-only plans, or health sharing ministries.
Payer relevance: Since employees must purchase their own coverage, ICHRA drives new membership directly into a payer’s individual (ACA) product lines, rather than a custom group policy.

Reimbursable expenses and premiums

The arrangement can reimburse:

Premiums: Monthly costs for individual health insurance and Medicare.
Medical expenses: Out-of-pocket costs (213(d) expenses) like copays and deductibles, provided the employee substantiates coverage.

Tax treatment of ICHRA reimbursements

For employers: Reimbursements are tax-deductible business expenses.
For employees: Reimbursements are 100% tax-free. Unlike taxable wages, no payroll taxes apply.

ICHRA employee classes and benefit design flexibility

Employers can divide their workforce into 11 specific categories (e.g., full-time, part-time, or by location) to customize benefits. This flexibility allows for hybrid strategies, such as maintaining a traditional group plan for headquarters staff while offering an ICHRA to remote or seasonal workers.

ICHRA compliance and non-discrimination rules

To ensure fairness, specific rules apply if an employer offers both a group plan and an ICHRA. The ICHRA class must meet minimum size requirements (typically 10–20 employees) to prevent employers from selectively excluding high-risk individuals from the group plan.

Interaction with premium tax credits

Federal rules prevent employees from "double dipping"—they cannot accept tax-free ICHRA funds and use federal Premium Tax Credits (PTC) simultaneously.

The rule: If the ICHRA offer meets the IRS's "affordability" standards, the employee is disqualified from receiving tax credits. They must use the ICHRA or pay full price.
Payer impact: This distinction segments the membership. ICHRA members are funded by employer dollars, bringing a stable, active-employee risk pool into the individual market. Opt-outs (who decline unaffordable ICHRAs) remain funded by federal subsidies, staying within the traditional individual market risk profile.

Advantages and disadvantages of ICHRAs

Advantages:

Market expansion: Opens the individual market to employer-funded dollars.
Budget certainty: Employers shift to a defined contribution model.
Portability: Members keep their plan even if they change jobs (reducing payer churn).

Disadvantages:

Administrative complexity: Requires robust integration between payers and administrators.
Adverse selection risk: Payers must monitor if employers are moving higher-risk populations to ICHRA.

Administrative considerations of ICHRA

Successful ICHRA programs require distinct operational capabilities from both the plan sponsor (the employer) and the insurance partner (the payer).

For employers

Employers retain ultimate responsibility for compliance, even when using software:

Notice: Providing written notice to employees 90 days before the plan starts.
Substantiation: Verifying that employees have valid coverage every month before reimbursing them.
Affordability: Ensuring allowances meet ACA standards to avoid federal penalties.

For payers

To support these employers, Payers must modernize legacy systems to handle:

List billing: Accepting aggregate payments from administrators rather than individual checks from members.
Enrollment integration: Syncing member data when the shopping experience (Exchange) happens separately from the employer roster.\
Automated substantiation: Integrating with TPAs to verify coverage status automatically, reducing manual work.

Common use cases for ICHRAs

Geographic flexibility: Employers with distributed/remote workforces use ICHRA to avoid the complexity of multi-state group networks.
Workforce inclusivity: Organizations utilize ICHRA to extend benefits to part-time or seasonal employees who are traditionally excluded from group plans.
Cost stabilization: Employers facing volatile group renewal rates switch to ICHRA to cap their financial exposure at a fixed monthly rate.

Services

Industries

Insights

Careers

About