01
ICHRA / CHOICE Arrangement
Available to employers of any size. Reimburses qualifying individual coverage and may use permitted employee classes.
HEALTH REIMBURSEMENT ARRANGEMENTS
The right HRA starts with the employer—not the acronym.
We compare workforce, coverage, contribution and compliance needs before recommending an ICHRA, QSEHRA or group-plan HRA design.
PRIMARY SPECIALTY
ICHRA / CHOICE Arrangements
Employer-defined contributions for qualifying individual coverage, supported by market, affordability, class and vendor analysis.
HRA comparison
Six arrangements employers should understand.
The written plan terms—not the label alone—control eligibility, expenses and administration.
02
QSEHRA
For eligible small employers that do not offer a group plan, subject to annual federal limits and notice requirements.
03
Integrated HRA
Works with employer group coverage and reimburses eligible expenses under the written plan design.
04
Excepted-benefit HRA
A limited arrangement available only under specific conditions, generally alongside access to qualifying group coverage.
05
Retiree HRA
Employer-funded reimbursement for eligible former employees, governed by its eligibility and expense terms.
06
Post-deductible or limited-purpose HRA
Restricts timing or categories of reimbursement and may support an HSA-compatible benefits strategy when properly designed.
DECISION FRAMEWORK
Match the HRA to the workforce and funding strategy.
We evaluate eligibility, employee classes, current plans, geography, affordability, employer budget, reimbursable expenses, payroll, substantiation and employee support.
Important design questions
- Individual coverage or group coverage?
- Premiums only or eligible medical expenses?
- HSA compatibility required?
- Which classes and same-terms rules apply?
- Who handles claims substantiation and reporting?
WHERE WE MAKE IT WORK
Strategy first. Administrator second.
We compare administrative capabilities, costs, payroll connections, reimbursement methods, compliance support and employee enrollment before recommending a platform.
Is ICHRA the same as a CHOICE Arrangement?
Current federal employer materials use CHOICE Arrangement as the public-facing name for the individual coverage HRA commonly called ICHRA. Many governing rules and documents still use ICHRA.
Does an HRA always replace group insurance?
No. Some HRAs integrate with group coverage. ICHRA and QSEHRA can support individual coverage under their respective rules.
Who should review the design?
Employers should coordinate with qualified benefits, tax, legal and administrative professionals based on the arrangement and facts.
Compare the arrangement before implementation.
Start with a basic quote or add feasibility and Predictive Risk Intelligence.