ICHRA & CHOICE Arrangement Compliance Center
Compliance made easier

Your benefits. Your compliance. One organized plan.

From required notices to annual filings, see what your group needs to review—and get coordinated support for $5 per employee per month plus a setup fee.

Explore the $5 PEPM compliance bundle See the Checklist
THE ICHRA SHOP / EMPLOYER COMPLIANCE

Four important obligations.
One coordinated service.

We offer COBRA support, ERISA wrap and SPD preparation, PCORI calculation and Form 720 support, and ACA reporting services under one compliance package. We confirm what applies to your employer and plan before setup.

COBRAERISA Wrap + SPDPCORIACA Reporting

This bundle supports your employer compliance work. It is separate from ICHRA platform administration, insurance premiums and optional consulting.

WHAT YOUR GROUP NEEDS TO DO

Know what applies. Keep the right records.

Requirements depend on employer size, ownership, plan funding, benefits offered and jurisdiction. Use this checklist to organize the review with our team.

01 / CONTINUATION COVERAGE

COBRA

Federal COBRA generally applies to covered group health plans of employers with 20 or more employees in the prior year. Smaller employers should review applicable state continuation rules. Confirm the ICHRA’s continuation obligations separately from an employee’s individual insurance policy.

Your group provides

  • Prior-year employee counts, employer ownership and participating entities.
  • Covered employees, dependents, addresses and coverage dates.
  • Timely qualifying-event information: terminations, reductions in hours and other reportable changes.

Our service coordinates

  • Applicability review, general and qualifying-event notices, and election workflows.
  • Continuation eligibility, premium and payment tracking within the agreed administration scope.
  • Event deadlines, records and handoffs to the responsible administrator.
DOL COBRA overview ↗
02 / PLAN DOCUMENTS & DISCLOSURES

ERISA Wrap + SPD

If you offer dental, vision, life, disability or other ERISA welfare benefits alongside medical, review a wrap plan document and summary plan description to coordinate the applicable benefits. ERISA document and disclosure obligations can also apply to a medical-only plan; offering more than medical is not the sole trigger.

Your group provides

  • Employer and plan-administrator details, plan year and existing plan documents.
  • A complete benefits list with carrier policies, certificates, eligibility rules and contribution terms.
  • Existing plan numbers, participant counts, amendments and distribution records.

Our service coordinates

  • Wrap plan and SPD preparation reflecting the benefits included in the agreed scope.
  • Adoption, required disclosures, amendments and employee distribution procedures.
  • Form 5500 applicability review; any additional filing work is identified in the written scope.
DOL reporting and disclosure guide ↗
03 / ANNUAL EXCISE TAX

PCORI + Form 720

Plan sponsors of applicable self-insured health plans, including HRAs where applicable, must review PCORI. Form 720 and payment are generally due July 31 of the calendar year following the plan-year end. The applicable rate and counting method depend on the plan and year.

Your group provides

  • Plan-year start and end, employer EIN, and applicable HRA or self-insured plan details.
  • Enrollment counts and records needed for the permitted counting method.
  • Other employer health-plan arrangements that affect the calculation.

Our service coordinates

  • Applicability, counting-method and rate review.
  • Calculation, Form 720 preparation and the agreed filing process.
  • Employer payment instructions and confirmation records. The PCORI tax is separate from the $5 PEPM service fee.
IRS PCORI guidance ↗
04 / OFFERS & COVERAGE REPORTING

ACA Reporting

Applicable large employers generally have 50 or more full-time employees, including full-time equivalents, using the applicable prior-year and aggregation rules. ALE reporting generally uses Forms 1094-C and 1095-C. Smaller employers with self-insured HRA coverage may still have coverage-reporting duties; we confirm whether B-series or C-series forms apply.

Your group provides

  • Ownership and controlled-group information, payroll hours and eligibility dates.
  • Monthly offers of coverage, contributions, affordability inputs and elections or waivers.
  • Required participant and dependent information through the designated protected intake.

Our service coordinates

  • ALE and coverage-reporting applicability review, form preparation and coding support.
  • Federal filing, applicable furnishing or request procedures, and error-correction workflows in the agreed scope.
  • State reporting applicability review and confirmation of any additional requirements.
IRS employer reporting overview ↗
Your employer responsibilities continue. Provide accurate and timely records, approve the plan documents and filings, report employee changes, fund amounts due and retain confirmation records. Our setup establishes who prepares, approves, files, delivers and pays for each applicable item. No service selection alone adopts a plan, submits a filing or confirms legal compliance.

Start with these four things.

  1. Company details: legal employer name, ownership, contact, EIN and plan year.
  2. Benefits inventory: medical and every other benefit, carrier, policy and current document.
  3. Employee records: headcount, eligibility, enrollment and monthly payroll or offer data appropriate to the service.
  4. Current compliance history: COBRA administrator, prior filings, notices and upcoming deadlines.

Start with ordinary business details in the request form. Census dates of birth, tax identifiers, claims and other sensitive records belong only in the protected intake designated for your case.

Get my compliance package scoped →
01

Adopt the plan

  • Employer adoption resolution
  • ICHRA/CHOICE plan document
  • Summary Plan Description
  • Section 125 POP, when applicable
  • Permitted-class and same-terms review
  • Employer service agreement
Prepare adoption documents →
02

Notify employees

  • Required ICHRA notice
  • Enrollment instructions
  • Payment and reimbursement guide
  • Coverage attestation
  • Employee opt-out procedure
  • New-hire, termination and midyear-change instructions
  • Summary of material changes, when needed
Prepare employee package →
03

Authorize support

  • Individual-coverage substantiation before reimbursement
  • Ongoing participation verification
  • HIPAA authorization, when required
  • Broker consent and authorization
  • Business Associate Agreement
  • Privacy and security materials
  • Secure census and data intake
Prepare authorizations →
04

Administer and renew

  • Eligibility and coverage verification
  • Funding and reimbursement reconciliation
  • Annual affordability and safe-harbor update
  • ACA 1094/1095 support
  • Form 720 and PCORI review
  • COBRA, Form 5500 and annual document review, when applicable
Review annual requirements →
Three operating cycles

Launch it, administer it and renew it.

Compliance is not one document. The employer needs a repeatable operating process and current versions of every notice, plan document and procedure.

Launch requirements

  • Confirm eligible employees, permitted classes and same terms within each class
  • Adopt the plan document, SPD, claims procedure and employer resolution
  • Deliver the current employee notice and preserve delivery records
  • Document opt-out, onboarding, payment and reimbursement procedures

Monthly administration

  • Substantiate individual coverage before reimbursement and throughout participation
  • Reconcile eligibility, funding, reimbursement and coverage changes
  • Apply new-hire, termination and midyear-change procedures consistently
  • Maintain privacy, authorization, access and record-retention controls

Annual renewal

  • Refresh affordability, safe-harbor and contribution calculations
  • Review ACA reporting, COBRA, PCORI, Form 5500 and other obligations when applicable
  • Replace superseded notices and preserve a document-version history
  • Reconfirm administrator, payroll, payment and employee-support workflows

Tax and account coordination

  • Section 125: Marketplace/on-exchange individual premiums generally cannot be salary-reduced through the cafeteria plan
  • HSA: compatibility depends on the medical plan and which expenses the arrangement may reimburse
  • ERISA: maintain the plan document, SPD and claims-and-appeals procedures
  • Confirm the design with qualified legal and tax advisers for the employer
Notice planning

Work backward from the effective date.

Enter the intended start date to see a 90-day planning target. Exact notice timing, exceptions and requirements should be reviewed for the employer.

Employees who become eligible later can have different timing. Always use the current CMS guidance and model notice for the applicable effective date.

Choose a start date.
Administrator checklist

A disciplined launch and renewal process.

This center is an implementation aid, not legal or tax advice. Required documents depend on employer size, plan design, administrator, jurisdiction and applicable law. A HIPAA authorization is not a substitute for a privacy notice or Business Associate Agreement. See the current CMS ICHRA resources and confirm the effective version of the CMS model notice before use.

Compliance support for $5 PEPM + setup.

Coordinate COBRA, ERISA wrap and SPD, PCORI and ACA reporting under one employer-specific service agreement.

Plan my compliance package →