HRA

A Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) is a tax-advantaged employee benefit that allows eligible small employers to reimburse employees for qualified medical expenses and, in many cases, individual health insurance premiums. Unlike a traditional group health insurance plan, a QSEHRA allows employers to set a monthly reimbursement allowance instead of purchasing health insurance

Health Reimbursement Arrangements (HRAs) have become an increasingly popular way for employers to provide healthcare benefits while controlling costs. Unlike traditional group health insurance, an HRA allows an employer to set a defined contribution amount and reimburse employees for eligible healthcare expenses. However, not every HRA works for every employer. The right HRA depends on

Yes. A Qualified Small Employer Health Reimbursement Arrangement (QSEHRA) may generally reimburse dental insurance premiums, as long as the expense is an eligible medical expense under the plan and applicable IRS rules. Many employers think of a QSEHRA only as a way to reimburse health insurance premiums. However, a properly designed QSEHRA can often provide

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