Healthcare News & Stories

Restaurants, multi-state employers, construction companies, and startups thrive with ICHRA. Older, stable workforces may not. Here's how to tell the difference.

Seven proven strategies to close the coverage gap between ICHRA and group health plans — from over-funding to dependent subsidies and supplemental benefits.

More employers are replacing traditional group health plans with Individual Coverage Health Reimbursement Arrangements (ICHRAs). If your employer is making this switch, here's what you need to know about how it works, what changes for you, and how to choose the right health plan.

ICHRA and Medicare work together seamlessly, offering significant advantages for employers with Medicare-eligible workers. This guide explains what expenses qualify for reimbursement, how to structure contributions, and the tax benefits for both employers and employees.

ICHRA offers employers predictable costs and employees' personal choice—a combination that traditional group health insurance can't match. Here's why adoption is accelerating.

Learn why ICHRA outperforms taxable stipends for small business health benefits. Compare tax savings, Medicare employee options, compliance advantages, and flexibility to make the smartest choice for your team.

Employer Guide to ICHRA explains how employers can reimburse employees for individual health insurance premiums and expenses, offering cost savings, budget control, flexibility, and tax benefits over traditional group plans.

In 2025, Individual Coverage Health Reimbursement Arrangements (ICHRAs) are transforming how employers provide health benefits, offering a flexible, scalable alternative to traditional group health insurance. Introduced in 2020 under regulations from the Departments of Health and Human Services, Labor, and Treasury, ICHRAs allow businesses of all sizes to reimburse employees for individual health insurance premiums and qualified medical expenses. 
What is an ICHRA?
An ICHRA is a tax-advantaged health benefit plan that enables employers to reimburse employees for premiums paid on individual health insurance policies, typically purchased through the Affordable Care Act (ACA) Marketplace, as well as other eligible medical expenses, such as copays, deductibles, or prescriptions. Unlike Qualified Small Employer HRAs (QSEHRAs), which are limited to businesses with fewer than 50 full-time employees, ICHRAs are available to employers of any size. They can be offered alongside group health plans or as a standalone benefit. Employees must enroll in ACA-compliant individual coverage (or Medicare, if eligible) to receive reimbursements, which are tax-free for both parties.

In 2025, QSEHRAs are surging in popularity among small employers with fewer than 50 employees. These tax-advantaged plans reimburse workers for individual health insurance and medical expenses, offering cost predictability, employee flexibility, and simplified administration.

In North Carolina, employees of small businesses often face a critical decision: accept a Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) or purchase health insurance through the Health Insurance Marketplace (Healthcare.gov). Both options aim to provide affordable access to healthcare, but they differ in terms of structure, cost, flexibility, and their impact on financial assistance. This 800-word article compares QSEHRAs and the Marketplace in North Carolina for 2025, with a focus on employees with significant medical needs, such as pregnancy, to help individuals make informed choices.
What is a QSEHRA?
A QSEHRA is a tax-advantaged arrangement that enables small employers (with fewer than 50 full-time employees) to reimburse workers for individual health insurance premiums and eligible medical expenses, including copays, deductibles, and prescription medications. In 2025, the IRS sets maximum annual contributions at $6,250 for single employees (approximately $520.83 per month) and $12,600 for family coverage (roughly $1,050 per month). These limits are prorated for partial-year coverage.