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Employer adoption of specialized accounts that they fund to help reimburse employees when they buy health insurance on their own is surging in 2024. The number of employers who offer individual coverage health reimbursement accounts grew 30% in 2024 from 2023, expanding a benefit that provides employers another option than purchasing group health plans for their employees. Uptake was even higher among firms with 50 or more full-time workers. What are the positives and the drawbacks of ICHRAs? https://lnkd.in/gpYdR5-y

Employer adoption of specialized accounts that they fund to help reimburse employees when they buy health insurance on their own is surging in 2024. The number of employers who offer individual coverage health reimbursement accounts grew 30% in 2024 from 2023, expanding a benefit that provides employers another option than purchasing group health plans for their employees. Uptake was even higher among firms with 50 or more full-time workers. What are the positives and the drawbacks of ICHRAs? https://lnkd.in/ewfVpXpq

Employer adoption of specialized accounts that they fund to help reimburse employees when they buy health insurance on their own is surging in 2024. The number of employers who offer individual coverage health reimbursement accounts grew 30% in 2024 from 2023, expanding a benefit that provides employers another option than purchasing group health plans for their employees. Uptake was even higher among firms with 50 or more full-time workers. What are the positives and the drawbacks of ICHRAs? https://lnkd.in/eq5H_QBn

Employer adoption of specialized accounts that they fund to help reimburse employees when they buy health insurance on their own is surging in 2024. The number of employers who offer individual coverage health reimbursement accounts grew 30% in 2024 from 2023, expanding a benefit that provides employers another option than purchasing group health plans for their employees. Uptake was even higher among firms with 50 or more full-time workers. What are the positives and the drawbacks of ICHRAs? https://lnkd.in/eacN49YB

Employer adoption of specialized accounts that they fund to help reimburse employees when they buy health insurance on their own is surging in 2024. The number of employers who offer individual coverage health reimbursement accounts grew 30% in 2024 from 2023, expanding a benefit that provides employers another option than purchasing group health plans for their employees. Uptake was even higher among firms with 50 or more full-time workers. What are the positives and the drawbacks of ICHRAs? https://bit.ly/3z3I2H9

Employer adoption of specialized accounts that they fund to help reimburse employees when they buy health insurance on their own is surging in 2024. The number of employers who offer individual coverage health reimbursement accounts grew 30% in 2024 from 2023, expanding a benefit that provides employers another option than purchasing group health plans for their employees. Uptake was even higher among firms with 50 or more full-time workers. What are the positives and the drawbacks of ICHRAs? https://lnkd.in/eVBGhBtf

Have you heard of ICHRA? If you are a business owner looking to provide health benefits to your employees, chances are you will.   The latest HRA Council report reinforces a trend we have been anticipating for years – more and more businesses are taking advantage of the tax benefits of Individual Coverage Health Reimbursement Arrangements (ICHRA).   This is a great option for both large and small businesses to provide health insurance benefits to their employees at a reduced cost to their bottom line.    How do we know this? Because our licensed advisors work closely with small and large businesses every day to match them with health plans that their employees love.    A few highlights from the report:   ·      ICHRA adoption grew 29% year over year from 2023 to 2024. ·      4 out of 5 businesses are renewing year over year. ·      200+ employee businesses are the fastest growing ICHRA cohort at +84%. If you are a small or even a large business owner and you are struggling to offer a health plan for your employees or just want to reduce your costs, ICHRA may be an option for you. As the HRA Council put it, ‘The future is ICHRA – and it’s starting now."

In 2024, a whopping 21.3 million individuals signed up for health coverage through the ACA's Marketplace, marking a 30% surge from last year's open enrollment period. This milestone reflects a remarkable shift in perception – from turbulence to stability – in the health insurance market. While employer-sponsored coverage faces challenges with rising premiums and economic pressures, Individual Coverage Health Reimbursement Arrangements (ICHRAs) are emerging as a game-changer. We walk through five key advantages of ICHRAs > https://owy.mn/49eOOqd #Healthcare #ACA #OWHealth

The eHealth team is thrilled to exhibit at SHRM24 and meet with HR leaders looking to explore new tactics for keeping their health benefit offerings competitive.     Have you heard of ICHRA? If you haven't, you will! Stop by our booth #3240 to chat with our leaders, Bree Bacon , Natasha Cantrell , and Anthony Lopez. We can’t wait to help clients understand what Individual Coverage Health Reimbursement Arrangements (ICHRA) are, how they work, who they're best for, and why this growing health insurance plan model is the future of employer and employee health solutions. The latest HRA Council report reinforces a trend we have been anticipating for years – more and more businesses are taking advantage of the tax benefits of Individual Coverage Health Reimbursement Arrangements (ICHRA). This is a great option for both large and small businesses to provide health insurance benefits to their employees at a reduced cost to their bottom line. A few highlights from the report: - ICHRA adoption grew 29% year over year from 2023 to 2024. - 4 out of 5 businesses are renewing year over year. - 200+ employee businesses are the fastest growing ICHRA cohort at +84%.

In their new Forefront article, Betsy Cliff and Stacie Dusetzina from The University of Chicago and Vanderbilt University discuss how, under several specific proposals, employers can redesign their health insurance benefits to improve equity and alleviate the burdens on low- to middle-income workers. "Alternatively, employers and insurers could require higher monthly premiums for such coverage. But that could trigger other challenges: Higher premiums are likely to cause some degree of adverse selection, in which healthier employees seek lower-premium plans or leave the employer’s plans all together. Additionally, under this type of benefit design, individuals who have recurring expenses, such as a regular prescription, could pay more out of pocket for their medical care over the course of the year. That could harm employees who have chronic conditions, who may already be more vulnerable to high health care costs." Read the full article here: https://bit.ly/3VtWuRC