For Employers With Over 50 Employees

Traditional group health insurance is failing!
Premiums continue to soar, your workers are unhappy with their coverage, but worst of all, you are not in control of things.

You are at the mercy of the insurance carrier.

But just as defined contribution 401k plans replaced pensions in the 1980s, defined contribution health plans now allow you to control costs without compromising value.

Defined Contribution vs Defined Benefit

Is it time for your business to consider defined contribution health plans for some or all of your employees?

In the 1980s, a new type of retirement plan began to enter the picture: the defined-contribution plan. These types of plans, which include 401(k) plans, 403(b) plans, 457 plans, and Thrift Savings Plans, have come to dominate retirement benefits,  And rightfully so!

Companies took complete control of their retirement benefits costs by moving to defined contribution 401(k) plans. These defined contribution plans quickly surpassed the defined benefit pension.  Now defined contribution healthcare plans are on the same path to replace defined benefit healthcare plans.


The 401k of group health benefits

Fed-up with group health insurance?

ICHRA is the new way to offer great health benefits.

It’s the 401K for group health benefits. 

Controlling rising health plan costs for larger and mid-sized companies

As health insurance premiums continue to rise year after year, Individual Coverage Health Reimbursement Arrangements (ICHRAs) offer some respite.

ICHRAs are employer-funded plans that reimburse employees for individual health insurance premiums and other out-of-pocket medical expenses.

This means that employees can choose their own health insurance plan, without worrying about whether it meets their employer’s criteria.

And, because ICHRAs are not subject to the same rules and regulations as group health insurance plans, they often have lower premiums.

An ICHRA, or Individual Coverage Health Reimbursement Arrangement, creates an opportunity for your employees to break away from traditional group coverage and obtain individual coverage instead.

This can be a great option for large and mid-sized employers who are looking to save on costs; some have reported saving as much as 60%

Employees now more than ever place a lot of value in the benefits packages employers offer them. This is likely because uncertain economic times have made people more aware of the importance of having a safety net. Employers who can offer good benefits packages are therefore more likely to attract and retain top talent.

Employers that adopt an ICHRA can elevate their package over other companies still only offering traditional group plans. By doing so, they can attract and retain top talent by offering a more modern and flexible benefits solution that meets the needs of today’s workforce.

According to a Willis Towers Watson survey conducted in 2020, 15% of employers indicated that they would offer an ICHRA to some of their employees starting in 2022. The survey also showed that there was similar interest levels across employer sizes, with 20% of larger employers planning to or considering offering an ICHRA.

The flexibility that ICHRAs offer is extremely attractive: there is finally a health benefits plan that can be fully catered to employees’ needs. This means that employees can pick and choose which health benefits they want, and employers can take total control of their healthcare budget through the defined contribution model.

Take control of your healthcare budget


Competitive benefits packages in an ever-changing landscape combined with the control of defined benefits.

We offer a FREE cost-savings analysis and broker scorecard

In about 30 minutes we can determine if these new defined-benefit health plans are right for your company.  In addition, we can provide an industry-standards broker scorecard to help you determine if you are receiving the appropriate level of service from your current broker.