HRA
Administration

Expert HRA plan designs, administrative flexibility, and high quality administration

Features that benefit you:

Industry leader

Fully integrate with BASIC FSA

Flexible Plan Designs

Plan documents, SPD, and Non-discrimination testing

Plan design consultation

ICHRA, EBHRA, and QSEHRA Administration

One benefit of choosing a Third Party Administrator for your HRA is the ability to change medical carriers from year to year and still offer continuity of HRA administration for your employees.

Plan Flexibility

Front end deductibles
Carry-overs (this can provide an incentive for the employee not to spend it all)
Roll-over
Rx or dental only
Section 213(d) expenses
Pre-fund or prorate deposits

Dedicated Account Managers

Every client receives a dedicated account manager. All of our account managers are well versed in Health Reimbursement Accounts and certified in employee benefit administration by IFEBP.

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 (Qualifed 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 2020 are $5,250 for individuals and $10,600 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

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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

Employees spending money from an HRA tend to consider their health care purchases more carefully. This rewards both the employer in reduced HRA reimbursements and the employee in less out-of-pocket costs.

Provide a rich benefit plan with a leading HRA administrator, request a proposal today!