Instant CHOICE
Our ICHRA path
Start here when you need more contribution flexibility or different benefits for permitted employee classes.
Build my ICHRA budget →TWO ARRANGEMENTS. YOUR TEAM’S BEST FIT.ICHRA or QSEHRA?
ICHRA or QSEHRA?
Let’s make it simple.
Both let an employer fund health care reimbursements. The right starting point depends on your team size, budget and existing benefits.
Instant CHOICE
SMALL EMPLOYER · SIMPLE ALLOWANCEInstant QSEHRA
Start here if you’re an eligible small employer offering no group health plan and want an allowance within annual IRS limits.
Build my QSEHRA budget →Compare the essentials.
| Your question | ICHRA / CHOICE | QSEHRA |
|---|---|---|
| Who can offer it? | Employers of any size, subject to eligibility rules. | Generally fewer than 50 full-time employees, including full-time equivalents. Related employers count. |
| How much can we fund? | No federal annual contribution cap. You set the allowance. | Annual IRS limits apply and change by year. Partial-year benefits are prorated. |
| Can benefits vary? | Permitted employee classes and allowed age / family-size variations provide design flexibility. | Generally the same terms for all eligible employees; permitted age / family-size variations and exclusions apply. |
| Can we keep a group plan? | Different permitted classes may receive group coverage or ICHRA, subject to class rules. The same class cannot choose between both. | The employer cannot offer a group health plan to current employees, including employer-sponsored dental, vision or health FSA coverage. |
| What coverage is needed? | Individual health insurance or qualifying Medicare coverage. | Minimum essential coverage is required for tax-free reimbursements; more coverage types may qualify. |
| What about tax credits? | An affordable offer blocks Marketplace premium tax credits. With an unaffordable offer, an employee must opt out to claim a credit. | An affordable QSEHRA blocks credits; an unaffordable QSEHRA may allow a reduced credit. |
| What does setup involve? | Plan documents, notices, coverage verification and substantiated reimbursements. | Plan terms, notices, coverage verification, substantiation and W-2 permitted-benefit reporting. |
Tell us about your team. We’ll help you choose.
We work directly with employers or alongside their brokers and advisors. We review eligibility, contribution design and employee coverage before launch.
Get help comparing my options →Plan design, owner eligibility, HSA compatibility, affordability and state rules require case-specific review. This comparison is a starting point, not an eligibility determination. ICHRA / CHOICE guidance · QSEHRA guidance · IRS QSEHRA rules