ICHRA for employers
Build a CHOICE Arrangement—formerly ICHRA.
An Individual Coverage Health Reimbursement Arrangement lets an employer establish a defined contribution while employees select qualifying individual medical coverage. Choice Benefits connects contribution design, family budgeting, benefits shopping, payment guidance and enrollment support.
Build my benefits budget
Three numbers create your starting point.
Medical comes first. Then use part of the potential savings to add dental, vision, life, disability, HSA funding and other benefits.
Administration$12per enrolled employee/month
1
2
$PEPM
3
Minimum $550$650 PEPMMaximum $725
You contribute somewhere between the preliminary minimum and maximum. A census-based review establishes the final range.
4
Your medical opportunity
Potential medical savings$150 PEPM$75,600 per year
Available to reinvest$150 PEPM
Employer savings retained$50 PEPM
Now decide how much of the medical savings to invest back into employees.
Build beyond medical
Turn medical savings into better benefits.
Adjust the employer contribution for each benefit. The totals update instantly.
Family contribution design
Budget separately for EE, SP and DEP.
Set a monthly employee amount, a spouse amount and an amount for each dependent child. This makes the family strategy visible before census-based quoting.
50+ employee planningEmployee self-only affordability is the ALE affordability guardrail. Eligible dependent children under 26 must generally be offered coverage; spouses are treated separately. A nominal dependent contribution can support the family strategy, but federal rules do not specify a minimum dollar amount. Final design requires census, market, administrator and compliance review.
→
Medical + a broader package
$750 PEPM$378,000 per yearEmployees gain $100 PEPM in additional benefits
Employer saves $50 PEPM$25,200 per yearYour five-year strategy
A benefits budget—not another surprise renewal.
Illustrative planning tool only. The preliminary range is not a quote or affordability determination. Final contributions, eligibility, plan availability and compliance requirements require employee census and market review.
Three easy steps
Start simple. Finish with a decision-ready analysis.
Tell us what you spend
Enter medical and other-benefit costs plus eligible employee count.
Set the CHOICE budget
Model employee, spouse and dependent allowances, classes and geography.
Request final analysis
Send the completed summary and securely provide the census for detailed review.
1. Current benefits
What do you pay today?
We turn the total spend into a simple per-employee-per-month baseline.
2. CHOICE budget
Build the contribution.
3. Your preliminary result
See the cost before you submit.
This estimate compares your current monthly benefits spend with the modeled employer allowance, other-benefit budget, $12 PEPM administration, and annual service fee.
Enter your information above to build the comparison.
Preliminary estimate only. Actual premiums, enrollment, affordability, compliance requirements and employer cost may differ after census and market review.
Request the final census analysis
Census files stay out of ordinary email.
Your completed cost summary can be emailed to Janet, with Brad copied automatically. The employee census should be delivered through a private upload link.
Your completed cost summary can be emailed to Janet, with Brad copied automatically. The employee census should be delivered through a private upload link.
What the final analysis can include
01
Census-based market cost
Employee-level pricing by age and geography, subject to available market data.
02
Contribution strategy
Employee, spouse and dependent funding with classes, geography and family-affordability considerations.
03
Decision summary
Current versus modeled employer cost, PEPM comparison, next steps and implementation timing.