ICHRA lets you give every employee a monthly health allowance to buy their own plan — 100% tax-deductible, no minimum headcount, no carrier headaches.
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Before setting your allowance, check if it clears the 9.96% ACA safe harbor. Enter an employee's salary and your planned monthly contribution.
If the ICHRA is "affordable" for an employee, they can't use the ACA subsidy. If it's not — they can opt out and keep it. Get this right before you launch.
Use their annual W-2 box 1 wages
The per-employee monthly contribution you plan to offer
Enter salary and allowance
to see your affordability result
Process — 4 steps
Define how much each employee category receives monthly — by job type, location, hours, or family status.
They pick any ACA-compliant individual plan on the Marketplace. You never deal with the carrier.
Via the administrator portal. Takes employees 2 minutes — upload premium receipt, done.
100% deductible as a business expense. Employees receive it income-tax-free — no payroll taxes either side.
Why employers switch
Works for 1 employee or 500. Group plans often require 2+ full-time employees to even qualify.
You set the allowance once. Premiums rise — your cost stays flat. No surprise renewal increases.
They pick the plan that fits their doctors, family size, and budget — not the one plan you selected.
Reimbursements are a business expense. No payroll tax on either side. Zero tax leakage.
You never deal with insurers, brokers, or underwriting. The ICHRA administrator handles compliance.
Created by IRS/DOL/HHS regulation in 2019. When set up correctly, satisfies the employer mandate.
30 minutes with a licensed agent is enough to know if ICHRA is right for your team. No obligation, no pushy sales pitch.
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Want to learn more first? Read our free ICHRA guides →