Dylan Snyder

An Individual Coverage Health Reimbursement Arrangement (ICHRA) is an excellent way for employers to reimburse employees for individual health insurance premiums and qualified medical expenses. However, one common challenge arises when some employees are covered under a spouse’s employer-sponsored health plan instead of purchasing their own individual insurance. Can those employees still receive a meaningful

If you’re looking for an alternative to traditional group health insurance, you’ve probably come across two popular reimbursement arrangements: the Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) and the Individual Coverage Health Reimbursement Arrangement (ICHRA). Both allow employers to reimburse employees for individual health insurance premiums and qualified medical expenses on a tax-advantaged basis. However,

Employers with an aging workforce often ask whether they can remove Medicare-eligible employees from their group health plan and instead reimburse them for their Medicare premiums. The goal is understandable. Medicare may provide comprehensive coverage for eligible employees, and reimbursing Medicare premiums can appear to be a more cost-effective alternative to keeping those employees on

Many employers would like to provide enhanced healthcare benefits to executives, managers, or other key employees. For example, an employer might ask: In many cases, the answer is no—at least not through a standard Health Reimbursement Arrangement (HRA). Federal nondiscrimination rules generally prohibit employers from designing self-insured health benefits that favor highly compensated employees if

One of the most frustrating situations an employer can face during health plan renewal is when an insurance carrier places a laser on an employee. A laser can significantly increase an employer’s financial risk by excluding one employee from the standard terms of the group health plan or requiring substantially higher rates because of that