
HRA features that benefit you:
HRA industry leader and
compliance experts
Fully integrated with all of
BASIC’s CDA services
Flexible plan designs
(Traditional, QSEHRA, ICHRA and EBHRA)
One benefit of choosing a Third Party Administrator as your HRA Administrator is the ability to change medical carriers from year to year and still offer consistent HRA administration for your employees. Plus we offer a variety of HRA plans to meet your organizations needs (simple HRAs, ICHRAs, QSEHRAs, and much more)!

BASIC Card
All participant benefit accounts and MyCash account are linked to a single card.
- Proprietary smart card technology withdraws funds from the appropriate account(s) based on plan design and expense eligibility.
- The BASIC Card can be used anywhere Mastercard is accepted.
- Learn more about the BASIC Card.

BASIC Benefits App
With a single app, participants can manage all their BASIC benefit accounts.
- Participants can request and submit manual reimbursements or select Picture to Pay provider.
- Check expense eligibility anytime, anywhere.
- Lock or unlock the BASIC card if lost, stolen, or found.
- Learn more about the BASIC benefits app.

MyCash
MyCash is an unrestricted post-tax reimbursement account linked to participants’ BASIC Cards.
- Reimbursements are deposited directly into the participants’ MyCash accounts.
- MyCash enables the fastest reimbursement time possible. Faster than check or direct deposit!
- Participants can use their BASIC Card to access MyCash funds or they can be transferred to another bank account.
- Learn more about the MyCash account.

Picture to Pay
In three quick steps, participants can have BASIC pay healthcare providers directly on their behalf with our “Picture to Pay” feature. No paper, no postage, and no hassle for the participant. All with no additional fees for employers!
- Participants take a picture of the provider’s bill
- Submit the photo to the BASIC Benefits app
- BASIC pays the provider from the appropriate benefit account
What is an HRA?

Traditional HRA
A Health Reimbursement Arrangement (HRA) must be funded solely by an employer. The contribution can’t be paid through a voluntary salary reduction agreement on the part of an employee. Employees are reimbursed tax free for qualified medical expenses up to a maximum dollar amount for a coverage period. An HRA may be offered with other health plans, including FSAs.
Employers have complete flexibility to offer various combinations of benefits in designing their plan.
Additional Types of HRAs
QSEHRA (Qualified Small Employer)
- An employer with fewer than 50 full time employees and does not offer a group health plan to any employees
- The Small Employer HRA must be provided on the same terms to all eligible employees. However, the Cures Act allows benefits under the HRA to vary based on family size in order to help with varying health insurance plan costs
- The maximum contributions for 2021 are $5,300 for individuals and $10,700 for families
ICHRA (Individual Coverage)
- ICHRAs allow employers to reimburse employees for substantiated individual insurance or Medicare policies
- No reimbursement limit
- Employers may not offer a choice between an ICHRA and a traditional group health plan
- Employers must offer the same ICHRA terms to all employees within a class of employees
- ICHRA coverage can make someone ineligible for a premium tax credit; therefore participants may opt-out
EBHRA (Excepted Benefit)
- Must offer major medical coverage
- $1,800 annual limit for 2020 (indexed annually)
- Can reimburse dental, vision, and STLDI premiums and out-of-pocket medical expenses, but doesn’t have to offer both
- Cannot be used to pay premiums for individual health coverage, Medicare, or non-COBRA group
- Must make available to all similarly situated employees
- Cannot offer both an ICHRA and an EBHRA to the same person