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.
Instant ICHRA administration$12per enrolled employee/month · final scope confirmed
OPTIONAL DECISION INTELLIGENCE
Add Predictive Risk Intelligence starting at $5,000, with pricing that scales by eligible lives.
Use appropriately authorized, de-identified medical and Rx data to test whether All Group, CHOICE Only or a compliant combination creates the stronger funding strategy. Groups may begin with as few as five eligible employees.
Medical + Rx signalsFunding comparisonHigh-cost exposureDecision-ready report
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$PEPM
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Minimum $550$650 PEPMMaximum $725
You contribute somewhere between the preliminary minimum and maximum. A census-based review establishes the final range.
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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 ICHRA affordability guardrail. If that offer is affordable, a spouse or child who is also offered the arrangement generally cannot receive PTC—even if the offer is only $1 or is waived. ALEs must also address dependent-child offer duties; excluding children can create §4980H exposure and requires administrator or counsel review.
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Medical + a broader package
$750 PEPM$378,000 per yearEmployees gain $100 PEPM in additional benefits
Employer saves $50 PEPM$25,200 per yearTRUE COST • FEE ABSORPTION
See what remains after every fee.
Start with the savings created above. Then add Choice Benefits administration, the annual service package, broker compensation and optional Risk Intelligence. Compare the same benefits strategy against another ICHRA vendor.
LIVE MODELSavings after fees
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Choice Benefits pricing
02
Add broker compensation
The broker fee is disclosed and visible instead of buried inside the recommendation.
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Optional intelligence
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Compare another ICHRA vendor
NET ANNUAL SAVINGS AFTER ALL SELECTED FEES$0$0 PEPM retained
Fee absorption0%
Selected fees use a portion of gross savings.
Gross savings from benefits design$0
Choice Benefits administration−$0
Annual service package−$0
Broker compensation−$0
Predictive Risk Intelligence$0
Total fees−$0
VS
Potential annual fee advantage$0
Illustrative planning estimate. “Gross savings” compares the current employer medical contribution with the modeled medical-plus-benefits contribution. It does not include employee premiums, claims, taxes or carrier changes. Competing-vendor pricing must be entered from that vendor’s proposal. Savings are not guaranteed.
Your 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
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Census-based market cost
Employee-level pricing by age and geography, subject to available market data.
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Contribution strategy
Employee, spouse and dependent funding with classes, geography and family-affordability considerations.
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Decision summary
Current versus modeled employer cost, PEPM comparison, next steps and implementation timing.
JANET™ / YOUR AI BENEFITS INTELLIGENCE ADVISOR
Better questions. Clearer answers. Smarter benefits.
Justified Analytics, Navigation, Economics & Transparency
Understand healthcare costs, compare benefit strategies and explore predictive medical, pharmacy and specialty Rx signals.
QUOTE → MEASURE → PREDICT → DECIDENot just an answer. The analysis behind it.
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