FAST SETUP · ADMINISTRATION $12 PEPM

Set up your ICHRA. One step at a time.

Choose your service, register once and add your company. Then upload a census or enter employees. Your private workspace keeps the company and broker connected as you continue.

Start my setup →Compare the two options

Two ways to launch

Which service do you need?

Choose the $999 documents-only package or add ongoing administration starting at $12 PEPM. Both begin with a guided setup and compliance review.

ONE-TIME · SELF-ADMINISTRATION

Instant ICHRA Documents

$999 one-time package

See everything included

ICHRA / CHOICE plan document and SPD
Required employee notice
Eligibility, allowance and class schedule
Employer implementation sign-off
Broker consent and role acknowledgment
Coverage-substantiation and monthly-attestation templates
Employee shopping launch instructions
Premium-reimbursement spreadsheet and checklist

Start the documents package →

ONGOING ADMINISTRATION

Instant ICHRA

$12 per eligible employee, per month

A fast, connected path from employer setup through employee shopping, enrollment and ongoing ICHRA administration.

How many employees are eligible?

MONTHLY ADMINISTRATION$120

ANNUAL ADMINISTRATION$1,440

Estimate is based on eligible employees at $12 PEPM. Final eligibility, service scope and any applicable setup or annual fee are confirmed before payment.

Choose administration →

See administration services

Everything in the documents package
Employer setup and plan-building workflow
Mobile-friendly employee plan shopping
Carrier enrollment and payment workflows
Eligibility, verification and reimbursement tracking
Employer reporting and monthly reconciliation
Broker-of-record continuity
Final scope confirmed before launch

Timing, notices and launch requirements

Start with timing—not paperwork

Fast does not mean skipping the rules.

We first confirm the employer, eligible employees, intended effective date, notice timing and individual-market enrollment opportunity. If the requested date does not work, we identify the earliest practical compliant path.

1. Timing checkEmployer status, notice window, effective date and enrollment opportunity.

2. Design + signAllowance, eligibility, permitted classes and employer approvals.

3. Deliver noticesProvide the required notice and clear employee launch instructions.

4. Shop coverageEmployees compare individual plans through The ICHRA Shop marketplace.

5. ReimburseVerify coverage, document the request and reimburse up to the allowance.

DID YOU KNOW?

A newly established employer may still start an ICHRA when 90 days of advance notice is not available.

The general 90-day ruleAn established employer generally provides the required notice to eligible employees at least 90 calendar days before the beginning of each ICHRA plan year.

The new-employer 120-day exceptionIf the employer itself was first established less than 120 days before the beginning of its first ICHRA plan year, notice may be provided no later than the date the ICHRA can first take effect.

Employees who become eligible after the plan year begins—or fewer than 90 days before it begins—generally must receive notice no later than the date their ICHRA coverage can first take effect. This exception is for a newly established employer, not an existing employer simply offering an ICHRA for the first time.

Documents-first responsibility map

Know exactly who does what.

The ICHRA Shop provides

Plan-design intake and launch review
The purchased documents, forms and sign-offs
Implementation checklist and marketplace launch
Employee access to shop, enroll and pay in our marketplace
General setup explanation and identified next steps

Self-administering employer retains

Eligibility and notice delivery records
Proof-of-coverage and monthly substantiation
Approval, reimbursement and payroll coordination
Privacy, record retention, reporting and plan operations

Included working tool: Premium Reimbursement Tracker

A simple monthly template for allowances, proof, approvals and reimbursements. Register first so we can deliver the document and help you use it correctly. Do not place claims, diagnoses or medical details in the file.

Who it is for

Built for the case that cannot wait for a long implementation cycle.

Good candidates

Small employers launching benefits, brokers rescuing a late-moving case, simple eligibility structures, employers comfortable self-administering, and groups that want to shop first and add technology only when needed.

Needs a fuller review

ALE affordability exposure, complex permitted classes, multi-state timing, midyear group-plan transitions, protected-health-data workflows, or employers that need premium payment, claims administration or substantial employee support.

Start my setup →Talk with an ICHRA consultant

General information and document preparation are not legal or tax advice. Eligibility, enrollment opportunity, notice timing, carrier availability and final scope are confirmed for each employer before launch.