CHOICE BENEFITS CALCULATORS

Choose who you are.
Then run the right numbers.

Employer tools model plan-level savings. Employee tools estimate personal costs and possible Marketplace assistance.

EMPLOYER TOOLS

Show how split plans may save both sides money.

Model the difference when participating families move from the employer family tier to employee-only coverage plus a spouse/dependent alternative.

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Families modeledEmployer family-tier contribution

$/family/month

Employer employee-only contribution

$/employee/month

Employee family payroll deduction

$/month

Employee-only deduction + family alternative

$/month

Illustrative only. Actual savings depend on elections, contribution rules, participation, eligibility, plan design and alternative-plan cost.

EMPLOYER COST

Will CHOICE lower or increase employer cost?

Current employer medical spending each monthEligible employeesProposed CHOICE allowance PEPM

Add decision intelligence when the stakes are higher.

Predictive Risk Intelligence starts at $5,000, scales with eligible lives and helps test All Group, CHOICE Only and a compliant combination using appropriately authorized, de-identified medical and Rx data.

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EMPLOYEE TOOLS

What will my benefits package cost?

Apply the employer contribution to medical and the additional benefits you choose.

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Employer benefits contributionMedical plan premium

DentalVisionLifeOther

CHOICE BENEFITS • 2027 SUBSIDY ESTIMATOR

Estimate Marketplace savings without leaving the site.

Use the local benchmark Silver premium and household information for a preliminary 2027 premium-tax-credit estimate.

Household sizeEstimated 2027 household MAGIFPL locationMonthly second-lowest-cost Silver benchmarkMonthly premium for the plan selectedAffordable employer or ICHRA / CHOICE offer available to this person?

Benchmark requiredThe tax credit is based on the household’s local second-lowest-cost Silver plan.

ICHRA offers work differentlyThe employee’s self-only affordability result generally applies to household members who are offered the arrangement.

Marketplace confirmsIncome, tax household, immigration status and other facts are verified during application.

Preliminary 2027 estimate using IRS Rev. Proc. 2026-26 and the 2026 HHS poverty guidelines. It is not a tax, legal or eligibility determination. The Marketplace calculates the official advance premium tax credit.

EMPLOYER DESIGN GUIDE

Family offers under an ICHRA affect subsidy eligibility. Design each tier deliberately.

Under an ICHRA, affordability is generally determined from the employee’s self-only lowest-cost Silver premium after the employee’s self-only HRA amount. If that offer is affordable, a spouse or child who is also offered the arrangement is generally ineligible for a premium tax credit—even if the offer is only $1 and even if the family member waives it.

EE • EMPLOYEEThe self-only test controlsTest the employee’s self-only lowest-cost Silver premium after the employee’s self-only ICHRA amount. This affordability result also matters for household members offered the arrangement.

SP • SPOUSEOffer status mattersA spouse offered the ICHRA generally follows the employee’s self-only affordability result. A spouse not offered the arrangement may be evaluated for PTC, but full tax-household income can reduce or eliminate the credit.

DEP • DEPENDENT CHILDRENChildren generally mirror the employee testAn offered child does not receive a separate family-cost ICHRA affordability test. If the employee’s ICHRA is affordable, an offered child generally cannot receive PTC.

Any ICHRA offer—including $1—can end PTC eligibility. When the employee’s self-only ICHRA is affordable, an offered spouse or child generally loses PTC eligibility. Waiving the arrangement does not restore it.

Design	Employee	Spouse / dependents	What Choice Benefits should verify
Traditional group family glitch	EE keeps affordable self-only group coverage.	Family members may evaluate Marketplace coverage if the family-tier group offer is unaffordable.	Use the traditional group family-cost test—not the ICHRA rule.
ICHRA offered to EE only	EE affordability uses the employee’s self-only ICHRA calculation.	A spouse not offered may be evaluated for PTC. For an ALE, excluding dependent children can create §4980H exposure.	Class eligibility, notice, spouse PTC estimate and counsel review of dependent-offer duties.
ICHRA offered to EE + children, not spouse	EE uses the self-only ICHRA test.	Offered children generally follow the employee result. The spouse may be evaluated for PTC, but meaningful assistance is not guaranteed.	Offer population, full tax-household income, Marketplace result and ALE review.
ICHRA offered to EE + family	EE uses the self-only ICHRA test.	If the employee’s ICHRA is affordable, offered family members generally cannot receive PTC. Waiving does not change that result.	Offer terms, affordability, notices and Marketplace confirmation.

Under review: For Applicable Large Employers, excluding dependent children from the ICHRA offer can create §4980H exposure. How that rule applies to a subsidy-planning design should be confirmed with ERISA/ACA counsel or the employer’s administrator before implementation. Planning guidance only; not legal or tax advice. See HealthCare.gov’s CHOICE Arrangement guidance, 26 CFR §1.36B-2 and the IRS employer shared-responsibility Q&A.

Model the offer design Read the CHOICE Arrangement guide