EMPOWER
Spousal Incentive HRA
Advanced Flex Plan Administration with the Human Touch

Spousal Incentive HRA

EMPOWER’s Spousal Incentive HRA (SpHRA) is great for self-insured Employers who are looking to reduce costs. The SpHRA reimburses out-of-pocket expenses from the spouse’s group health plan and is a great way to incentivize employees and their families to enroll in the spouse’s plan.

An Insurance Broker Favorite!

Speak with EMPOWER today about how a SpHRA can save your clients on healthcare expenses.

What is a Spousal Incentive HRA?

A Spousal Incentive HRA (SpHRA) is an Integrated HRA, that, instead of being integrated with the Employer’s plan, is integrated with the spouse’s group health plan. This means that employees and their families can enjoy the benefits of an HRA while declining the Employer’s coverage.

 

Eligibility

Employers

Self-insured Employers get the highest costs savings from a SpHRA.

Participants

Employers set the plan rules for eligibility. Generally, employees, their spouses, and dependents are eligible for reimbursement if enrolled in the spouse’s group health plan. Enrollment in a group health plan is a requirement for the SpHRA.

Who Can Contribute

Only the Employer can contribute to an SpHRA.

Better Together!

A SpHRA can be used with a Spousal Surcharge to further incentivize employees to join their spouse’s plan.

Advantages of a SpHRA

Employers

  • The Employer saves by reducing the number of members covered in the GHP.
  • The Employer’s risk is capped at the SpHRA contribution.

Participants

  • Employees receive HRA funds to assist with medical expenses under the spouse’s policy.

How it Works

For Employers

The Employer hosts Open Enrollment with employees. To enroll in the SpHRA, Employees may provide proof of enrollment in their spouse’s plan to the Employer.

HRA funds are available to employees on the first day of the Plan Year based, depending how the SpHRA is structured.

EMPOWER administers the Plan and issues reimbursements to employees after claims are filed. SpHRA reimbursements are made from an Employer-owned account.

For Participants

Employees who enroll in their spouse’s plan must submit proof to their Employer to enroll in the SpHRA.

Participants use their spouse’s insurance or pay out of pocket for eligible expenses.

Participants file claims to EMPOWER with the insurer’s Explanation of Benefits (EOB). EMPOWER reimburses claims conveniently from the Employer’s bank account.

SpHRA Tailored to Your Needs

Employers can customize their plans with many options, including:

  • Annual SpHRA contribution. This can be any amount of the Employer’s choosing. Employers can even choose to limit the contribution amount at the spouse’s out-of-pocket maximum.
  • Eligibility rules. EMPOWER can work with the Employer to set eligibility rules that encourage enrollment.

Want the Latest Contribution Limits and Guidelines?

EMPOWER’s Benefits Solutions Guide takes the guesswork out of benefits by providing a comprehensive synopsis of each plan type, as well as comparisons and sample scenarios.

Streamline your benefits  with ease—get started today!

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Click the above link if you are a participant who has an FSA, HSA, or HRA with EMPOWER.
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