Customize health benefits by reimbursing employees for individual health insurance premiums and qualified medical expenses. Offers flexibility and scalability for household employers.<\/p>\n
[\/et_pb_testimonial][et_pb_text ul_item_indent=”40px” admin_label=”page Text” _builder_version=”4.27.4″ _module_preset=”_initial” header_2_text_color=”#212492″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”||0px|||” z_index_tablet=”500″ header_text_shadow_horizontal_length_tablet=”0px” header_text_shadow_vertical_length_tablet=”0px” header_text_shadow_blur_strength_tablet=”1px” header_2_text_shadow_horizontal_length_tablet=”0px” header_2_text_shadow_vertical_length_tablet=”0px” header_2_text_shadow_blur_strength_tablet=”1px” header_3_text_shadow_horizontal_length_tablet=”0px” header_3_text_shadow_vertical_length_tablet=”0px” header_3_text_shadow_blur_strength_tablet=”1px” header_4_text_shadow_horizontal_length_tablet=”0px” header_4_text_shadow_vertical_length_tablet=”0px” header_4_text_shadow_blur_strength_tablet=”1px” header_5_text_shadow_horizontal_length_tablet=”0px” header_5_text_shadow_vertical_length_tablet=”0px” header_5_text_shadow_blur_strength_tablet=”1px” header_6_text_shadow_horizontal_length_tablet=”0px” header_6_text_shadow_vertical_length_tablet=”0px” header_6_text_shadow_blur_strength_tablet=”1px” box_shadow_horizontal_tablet=”0px” box_shadow_vertical_tablet=”0px” box_shadow_blur_tablet=”40px” box_shadow_spread_tablet=”0px” use_border_color=”off” global_colors_info=”{}”]<\/p>\n
An Individual Coverage Health Reimbursement Arrangement (ICHRA) may appeal to household employers who wish to provide tax-free health benefits to their employees.<\/p>\n
Key Features of an ICHRA<\/h2>\n
ICHRAs are like\u00a0QSEHRAs (Qualified Small Employer Health Reimbursement Arrangement)<\/a>\u00a0as they are both employer-funded Health Reimbursement Arrangements (HRAs) that reimburse employees tax-free for health insurance premiums and\/or medical expenses. The money contributed by a family to an ICHRA is also not subject to employer taxes.<\/p>\n The major difference between the two options is that there are no annual contribution limits with an ICHRA while QSEHRAs are restricted to a set amount each year.<\/p>\n A family can provide an ICHRA to their employees if they don\u2019t already offer a QSEHRA or EBHRA. They also can\u2019t provide a traditional group health insurance plan as well as an ICHRA at the same time.<\/p>\n With an ICHRA, employees pay for their individual health insurance premiums and\/or medical expenses and then submit receipts for reimbursement from their employer.<\/p>\n Qualified medical expenses can include:<\/p>\n An employer can select which expenses qualify so all expenses listed may not be reimbursable. For example, an employer can choose to only reimburse prescriptions through the ICHRA.<\/p>\n The family will need to set up \u201cplan documents\u201d that define the plan. The licensed insurance brokers at GTM Payroll Services can handle a plan set up for you.<\/p>\n An employee must show proof of existing, qualified health insurance coverage before they can receive reimbursements. If the employee loses or drops coverage at any point, then they are no longer able to claim reimbursements through an ICHRA.<\/p>\n If an employee doesn\u2019t have health insurance, they will have a special enrollment period of 60 days from the time their employer offers an ICHRA to buy a plan. This means an employer can set up a plan at any point during the year and not wait for an employee to purchase health insurance through an open enrollment period.<\/p>\n For a health plan to be considered \u201cqualified,\u201d it must meet two primary requirements:<\/p>\n An employee isn\u2019t allowed to use an ICHRA to pay for coverage while on their spouse\u2019s group health insurance plan. However, if the spouse purchased coverage through the individual marketplace, then the employee can submit the family premium rate for reimbursement through an ICHRA.<\/p>\n Major plan types that will work with an ICHRA:<\/p>\n Plans that are not allowed with an ICHRA:<\/p>\n It\u2019s important to note that an employer reimbursement will reduce or remove any government subsidies the employee may receive to help pay for their health insurance.<\/p>\n Throughout the year, an employee\u2019s unused funds accrue. If an employee doesn\u2019t use all their reimbursement funds, the employer can simply keep that money and reset the contribution limit for the following year. Employers also have the option to allow unused funds to carry over into the next year.<\/p>\n Employees of the World Bank and other government organizations who are responsible for their G-5 domestic worker\u2019s health insurance may find the ICHRA to be a good option to help fulfill this obligation.<\/p>\n [\/et_pb_text][et_pb_text admin_label=”Table header and prompt” _builder_version=”4.27.4″ _module_preset=”_initial” header_2_text_color=”#212492″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”||0px|||” z_index_tablet=”500″ text_text_shadow_horizontal_length_tablet=”0px” text_text_shadow_vertical_length_tablet=”0px” text_text_shadow_blur_strength_tablet=”1px” link_text_shadow_horizontal_length_tablet=”0px” link_text_shadow_vertical_length_tablet=”0px” link_text_shadow_blur_strength_tablet=”1px” ul_text_shadow_horizontal_length_tablet=”0px” ul_text_shadow_vertical_length_tablet=”0px” ul_text_shadow_blur_strength_tablet=”1px” ol_text_shadow_horizontal_length_tablet=”0px” ol_text_shadow_vertical_length_tablet=”0px” ol_text_shadow_blur_strength_tablet=”1px” quote_text_shadow_horizontal_length_tablet=”0px” quote_text_shadow_vertical_length_tablet=”0px” quote_text_shadow_blur_strength_tablet=”1px” header_text_shadow_horizontal_length_tablet=”0px” header_text_shadow_vertical_length_tablet=”0px” header_text_shadow_blur_strength_tablet=”1px” header_2_text_shadow_horizontal_length_tablet=”0px” header_2_text_shadow_vertical_length_tablet=”0px” header_2_text_shadow_blur_strength_tablet=”1px” header_3_text_shadow_horizontal_length_tablet=”0px” header_3_text_shadow_vertical_length_tablet=”0px” header_3_text_shadow_blur_strength_tablet=”1px” header_4_text_shadow_horizontal_length_tablet=”0px” header_4_text_shadow_vertical_length_tablet=”0px” header_4_text_shadow_blur_strength_tablet=”1px” header_5_text_shadow_horizontal_length_tablet=”0px” header_5_text_shadow_vertical_length_tablet=”0px” header_5_text_shadow_blur_strength_tablet=”1px” header_6_text_shadow_horizontal_length_tablet=”0px” header_6_text_shadow_vertical_length_tablet=”0px” header_6_text_shadow_blur_strength_tablet=”1px” box_shadow_horizontal_tablet=”0px” box_shadow_vertical_tablet=”0px” box_shadow_blur_tablet=”40px” box_shadow_spread_tablet=”0px” use_border_color=”off” global_module=”43399″ saved_tabs=”all” global_colors_info=”{}”]<\/p>\n The information below will help you compare the various plans and select one that will best meet the needs of your nanny. These are contribution rates for 2025.<\/p>\n [\/et_pb_text][et_pb_text disabled_on=”on|on|off” admin_label=”benefits comparison table – Desktop” _builder_version=”4.27.4″ _module_preset=”_initial” text_text_color=”#606060″ header_2_text_color=”#212492″ background_size=”initial” background_position=”top_left” background_repeat=”repeat” custom_padding=”||0px|||” z_index_tablet=”500″ custom_css_free_form=”.table-container td {|| line-height: 1.2em;||}” text_text_shadow_horizontal_length_tablet=”0px” text_text_shadow_vertical_length_tablet=”0px” text_text_shadow_blur_strength_tablet=”1px” link_text_shadow_horizontal_length_tablet=”0px” link_text_shadow_vertical_length_tablet=”0px” link_text_shadow_blur_strength_tablet=”1px” ul_text_shadow_horizontal_length_tablet=”0px” ul_text_shadow_vertical_length_tablet=”0px” ul_text_shadow_blur_strength_tablet=”1px” ol_text_shadow_horizontal_length_tablet=”0px” ol_text_shadow_vertical_length_tablet=”0px” ol_text_shadow_blur_strength_tablet=”1px” quote_text_shadow_horizontal_length_tablet=”0px” quote_text_shadow_vertical_length_tablet=”0px” quote_text_shadow_blur_strength_tablet=”1px” header_text_shadow_horizontal_length_tablet=”0px” header_text_shadow_vertical_length_tablet=”0px” header_text_shadow_blur_strength_tablet=”1px” header_2_text_shadow_horizontal_length_tablet=”0px” header_2_text_shadow_vertical_length_tablet=”0px” header_2_text_shadow_blur_strength_tablet=”1px” header_3_text_shadow_horizontal_length_tablet=”0px” header_3_text_shadow_vertical_length_tablet=”0px” header_3_text_shadow_blur_strength_tablet=”1px” header_4_text_shadow_horizontal_length_tablet=”0px” header_4_text_shadow_vertical_length_tablet=”0px” header_4_text_shadow_blur_strength_tablet=”1px” header_5_text_shadow_horizontal_length_tablet=”0px” header_5_text_shadow_vertical_length_tablet=”0px” header_5_text_shadow_blur_strength_tablet=”1px” header_6_text_shadow_horizontal_length_tablet=”0px” header_6_text_shadow_vertical_length_tablet=”0px” header_6_text_shadow_blur_strength_tablet=”1px” box_shadow_horizontal_tablet=”0px” box_shadow_vertical_tablet=”0px” box_shadow_blur_tablet=”40px” box_shadow_spread_tablet=”0px” use_border_color=”off” global_module=”43400″ saved_tabs=”all” global_colors_info=”{}”]<\/p>\nBenefits of Offering an ICHRA<\/h2>\n
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How an ICHRA Works<\/h2>\n
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Employee Requirements<\/h3>\n
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Health Insurance & Benefits Options Comparison<\/h2>\n
![](\"https:\/\/gtm.com\/household\/wp-content\/uploads\/green-check-15.png\")
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<\/td>\n<\/tr>\n![\"health](\"http:\/\/108.166.11.61\/household\/wp-content\/uploads\/prod-drug-prescription-300x199.jpg\")
Health Reimbursement Arrangements (HRAs) are a creative option for household employers with a range of budgets who want to offer a contribution program for health-related expenses as an employee benefit.\r\n\r\nGTM is offering household employers a revolutionary way to help provide healthcare benefits to your employee.\r\n\r\nHRA's have been\u00a0the best option for\u00a0healthcare benefits in the household employment industry for many years - whether you use an HRA as a standalone option or combine it with a major medical insurance plan.\r\n\r\nHRAs are flexible, convenient, and cost-effective, offering:<\/b>\r\n