How much does ICHRA administration cost?

ICHRA administration pricing varies by platform, group size and service model. Employers should compare PEPM charges, monthly minimums, implementation fees, payment services, enrollment support and broker fees as one total cost.

What should employers compare among ICHRA vendors?

Compare market coverage, employee shopping, licensed enrollment support, reimbursements and premium payments, payroll integrations, broker control, security, implementation work and total annual cost.

Is the lowest-cost ICHRA administrator always best?

No. A lower platform fee can be offset by manual employer work, limited enrollment support, payment complexity or added broker and implementation fees. The appropriate model depends on the employer and workforce.

Can an employer self-administer an ICHRA?

An employer may use a document-led or self-administration model when it can manage notices, eligibility, substantiation, reimbursements, privacy, records and ongoing compliance. Employers should understand those responsibilities before choosing the model.

Independent ICHRA vendor and platform comparison

Compare ICHRA administrators by cost, service and employer fit.

The right ICHRA or CHOICE Arrangement platform depends on the employer’s workforce, geography, contribution design, shopping experience, payment model, service requirements and total cost. We analyze the market, narrow the field and conduct a focused RFP after the employer chooses the funding strategy.

Request a vendor analysis Compare the vendor universe

The 2026 review universe

ICHRA and CHOICE Arrangement platforms we evaluate

Our review universe includes established benefits administrators, ICHRA specialists, broker-focused platforms and newer technology companies. Inclusion means the vendor is part of the market review. It does not represent an endorsement.

Companies we may quote, evaluate or coordinateFinal relationship and availability confirmed by case

Ameriflex

Instant ICHRA

Fijoya

Gravie

ICHRA Systems

Kyra Health

Leeway

Nexben

OneBridge Benefits

PeopleKeep

StretchDollar

Take Command

TASC

Thatch

WEX

Zorro

What determines fit

We compare the operating model behind the quote

Names alone do not answer whether a platform can execute the employer’s contribution strategy or support the workforce.

Employer strategy

Permitted classes, employee and family funding, affordability, geography and the reimbursement model.

Broker control

Broker of record terms, client ownership, compensation, book management and white-label options.

Employee experience

Plan shopping, provider and prescription support, licensed enrollment, languages and year-round service.

Payments

Premium payment, reimbursements, cards, banking controls, substantiation and reconciliation.

Technology and security

Payroll and HRIS connections, data exchange, reporting, permissions and security controls.

Total cost

PEPM charges, setup fees, minimums, add-ons, implementation work and employer-specific service needs.

The evaluation process

Funding first. Vendor selection second.

Most brokers face a crowded ICHRA market. The ICHRA Shop performs the analysis, narrows the field and documents why the recommended vendors fit the case.

Stage	What we analyze	What the employer receives
1. Employer analysis	Census, current plan, renewal, contributions, employee locations and objectives.	A clear comparison of ICHRA / CHOICE, fully insured, level-funded, self-funded and permitted class strategies.
2. Optional risk intelligence	Authorized aggregate claims, prescription, specialty-drug, morbidity and projected-risk signals for eligible groups.	Additional evidence for funding, contribution and market decisions.
3. Vendor short list	Administrator capabilities, market coverage, service, payments, integrations, broker structure and total cost.	A focused list of vendors aligned with the chosen strategy.
4. RFP and demonstration	Current pricing, implementation requirements, contract terms, service commitments and product demonstrations.	A documented recommendation with tradeoffs and questions that remain.

Why we do not publish a universal ranking

A platform that works well for a 20-employee company may be the wrong choice for a complex multi-state employer. Our internal benchmark helps structure the review, but the recommendation comes from employer-specific evidence and current vendor validation.

ICHRA administration cost

Compare the total operating cost—not only the PEPM.

Administration can erase expected savings when platform charges, broker fees, minimums, setup costs and manual employer work are evaluated separately. We compare them as one annual operating cost.

Full-service platform

Technology, employee shopping, payments, support and ongoing administration. Best when the employer values a connected service model.

Broker-led platform

The broker retains the relationship and combines selected technology, enrollment and payment services around the case.

Document-led self-administration

A faster, lower-technology path for employers prepared to own notices, eligibility, substantiation, reimbursements and recordkeeping.

Compare consulting and administration options Explore document packages

Frequently asked questions

Questions to ask before selecting an ICHRA platform

How much does administration cost?

Compare PEPM charges, monthly minimums, setup, payment services, enrollment support and broker fees together.

Is the cheapest platform the best?

Not necessarily. Employee support, payment operations and employer workload can materially change the true cost.

Can the employer self-administer?

Yes, when it can responsibly manage notices, eligibility, substantiation, reimbursements, privacy and ongoing records.

Independent ICHRA experience

Vendor analysis led by The ICHRA Shop

Brad O’Neill and The ICHRA Shop began ICHRA consulting in February 2020. The team evaluates the funding strategy before the administrator and supports employers and brokers through analysis, vendor selection and implementation.

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