Health reimbursement arrangements, or HRAs, are incredibly appealing to small business owners who want to offer their employees health insurance without worrying about one-size-fits-all group plans and rising costs each year. One of the greatest things about HRAs is that they are customizable and flexible, allowing employers to vary reimbursements based on a number of criteria. Of course, there are rules and regulations in place to protect both employer and employee. Let’s look at the details.
An overarching rule of HRA reimbursement is that employees must be treated fairly. That means you can’t offer some employees more money than others unless they can be fairly separated using the design criteria below. The IRS calls this “same terms requirements” and provides details in Section C of IRS Notice 2017-67.
Employers using Qualified Small Employer HRAs have a few options on setting reimbursement rates. The key is rates have to be offered fairly to all eligible employees. Here are the most common tried and true methods we see:
Employers that opt to offer an Individual Coverage HRA enjoy all of the options listed above as well as another layer of distinction. To help employers prioritize their health benefits budget, the individual coverage HRA classes separate employees into groups by legitimate job-based criteria like hours worked or location. Different employee classes can be awarded different levels of benefits.
This is a hallmark characteristic of this new HRA that gives business owners a lot of flexibility with the design. On top of that, the allowances can be increased within each class based off of age and number of dependents - as we talked about before.
What we’ve seen from early adopters of ICHRA is to keep the design simple, varying reimbursements within each class based on either age or number of dependents.
Example: An employer can opt to offer a $200 per month ICHRA for part-time workers, $400 for remote workers that might be in more expensive markets, and a traditional group plan for full time workers at headquarters.
Example: Using the new hire rule, an employer can offer new employees an ICHRA while grandfathering existing employees into a traditional group health plan.
Our team of design consultants is waiting to help you. HRAs are a simple benefit that can be designed to maximize your health budget (not to mention ICHRA setup is so easy!). Read our ICHRA Guide or our QSEHRA guide , or chat with our team with any questions you may have about these new, tax-friendly benefits. We would be happy to help.