Health Reimbursement Arrangements (HRAs)—including ICHRA, QSEHRA, integrated HRA, EBHRA, and retiree HRA—give employers a flexible way to fund employees’ medical expenses while maintaining budget control and compliance. The best HRA administrators combine airtight regulatory support with smooth employee experiences: think clean mobile apps, fast substantiation, and simple employer dashboards. They also integrate with payroll/HR systems, brokers, and carriers so reimbursements happen on time without spreadsheet chaos.
Below is a curated list of ten standout HRA administrators for 2025. To select these, we focused on breadth of HRA types supported, ease of setup, employee experience, compliance rigor (plan docs, notices, substantiation), integrations, service quality, and suitability for different company sizes and industries. Use the mini-profiles to match each provider’s strengths to your needs—start-up simplicity, multi-location scalability, or enterprise-grade control.
1) WEX (Benefits Platform)
WEX is synonymous with scale. If you’re an employer or broker supporting multiple locations, complex eligibility rules, and a mix of HRAs alongside FSAs, HSAs, and commuter benefits, WEX brings serious infrastructure. The platform supports multiple HRA designs, offers robust plan document management, and provides a feature-rich mobile app and benefits card for participants.
On the employer side, WEX handles file feeds, payroll syncs, and carrier/broker connections with the repeatability large organizations need. Their reporting offers insight into utilization and spend patterns, helping finance teams forecast and dial in allowance strategies. WEX is a strong match for mid-market and enterprise buyers who want a single operating system for consumer-driven benefits.
2) Take Command
Take Command is widely associated with ICHRA (Individual Coverage HRA) and makes the “employer-sponsored, employee-chosen plan” model remarkably approachable. The platform guides you through plan design—classes, allowance amounts, eligibility rules—and produces the required documentation and notices. Employers appreciate how the system translates complex ICHRA mechanics into clear steps, while employees get a streamlined experience for enrolling in individual coverage and submitting claims.
What sets Take Command apart is how opinionated and end-to-end the ICHRA journey feels. From the initial modeling of budgets to onboarding, claims substantiation, and ongoing compliance, the process is built for non-experts. The employer dashboard surfaces allowance utilization and participation in plain language, and their support team is well-versed in the nuance of ICHRAs for small to mid-sized organizations, nonprofits, and multi-state employers.
3) PeopleKeep
PeopleKeep focuses on making HRAs simple for small businesses and nonprofits. If you need QSEHRA or ICHRA without enterprise complexity, PeopleKeep’s guided setup, templated policies, and “explain-it-like-I’m-busy” employer workflows shine. Employers can set allowances, define eligibility, and let the platform handle requests, receipts, and reimbursements with minimal lift.
Employees benefit from a tidy portal that keeps everything in one place—what’s reimbursable, how to submit proof, and where their reimbursement stands. PeopleKeep’s hallmark is clarity: fewer toggles, more guardrails. For teams with no in-house benefits specialist, the practical help articles, email nudges, and human support close the knowledge gap and keep your HRA humming month after month.
4) HealthEquity
HealthEquity delivers HRA administration with a strong member-experience heritage. While many know the company for HSAs, its HRA administration is mature and integrates cleanly with broader consumer accounts. Employees get a user-friendly app, fast claims processing, and transparent status updates. Employers get centralized oversight, configurable plan rules, and compliance workflows that keep documentation on-track.
The appeal here is consistency. If your strategy includes multiple account types, HealthEquity’s unified experience reduces confusion and vendor sprawl. Finance and HR teams will appreciate the analytics that frame HRA allowance design in terms of actual outcomes—utilization, tax savings, and year-over-year trends—without requiring a benefits analyst to interpret every report.
5) Optum Financial
Optum Financial combines HRA administration with a broad health finance ecosystem. The result is sturdy compliance, deep integration potential, and a participant experience that slots into familiar healthcare workflows. Employers can implement integrated HRAs, EBHRAs, or retiree HRAs with configurable rules while the platform automates substantiation requirements and recordkeeping.
Where Optum often stands out is in data connectivity—eligibility files, EOB data, and payroll integrations that reduce manual reconciliation. For larger groups or those aligned to carriers connected in the Optum orbit, this can translate into fewer errors and quicker reimbursement timelines. The approach feels pragmatic: make it easy for employees to use, and make it reliable for administrators to manage at scale.
6) Navia Benefit Solutions
Navia pairs a modern participant experience with attentive service, which is why brokers frequently recommend it to multi-state employers. Its HRA administration covers plan design, documentation, and ongoing substantiation across several HRA types. Employees get a solid mobile app, card, and portal, while HR teams get clean dashboards and dependable support.
Navia is particularly helpful when your environment is “just complex enough”—multiple classes, different allowance amounts, or a mix of HRA and FSA in the same population. The company’s service culture shows up in quick issue resolution and clear communications, which reduces HR ticket volume and keeps adoption high.
7) TASC (Total Administrative Services Corporation)
TASC brings a compliance-first mindset to HRA administration. Its platform supports everything from integrated HRA designs to excepted benefit and retiree arrangements, with ERISA documentation, required notices, and substantiation workflows baked in. For organizations with strict governance needs, the guardrails are a feature, not a bug.
Beyond compliance, TASC’s broader “Universal Benefit Account” approach lets employers bundle multiple pre-tax and reimbursement accounts into one experience. That consolidation reduces confusion for employees and gives administrators a single pane of glass for reporting. If you value meticulous documentation and audit-ready processes, TASC is an easy shortlist candidate.
8) Ameriflex
Ameriflex emphasizes speed and simplicity: quick setup, responsive service, and a participant experience that makes submitting and tracking claims straightforward. The platform supports a variety of HRA types and gives employers the control to tune plan rules and allowances to fit their compensation strategy.
The Ameriflex card, portal, and app help participants avoid “paper chase” fatigue, and the employer dashboard surfaces the metrics that matter—enrollment, utilization, and spending patterns. For mid-sized employers with lean HR teams, Ameriflex’s balance of capability and hands-on support can shorten the time from decision to a fully functioning HRA program.
9) Benefit Resource (BRI)
BRI (Benefit Resource) offers mature HRA administration with a reputation for reliable service and practical tools. Plan documents, eligibility management, and substantiation are handled methodically, while participants get an intuitive app and card to speed up reimbursements. BRI’s communications—emails, guides, and prompts—are clear, reducing confusion around what’s eligible and how to submit.
For employers that prize predictability, BRI’s operational discipline is appealing. Reporting is straightforward, implementation timelines are realistic, and the account team stays engaged beyond go-live. If you’ve been burned by over-promising and under-delivering in the past, BRI’s “steady and clear” approach is a welcome change.
10) Flores & Associates
Flores is known for hands-on service and meticulous administration across HRAs and other consumer accounts. The platform covers plan build-out, documentation, and substantiation with a strong emphasis on process quality. Employees benefit from a streamlined participant experience, while HR teams get responsive support that feels like an extension of their benefits staff.
Flores is a fit for employers who value service consistency and white-glove problem solving as much as technology. The company’s implementation playbooks and ongoing check-ins help keep plans compliant and employees engaged, and their reporting makes it easier to justify allowance decisions to finance or leadership.
How to Choose Your HRA Administrator (Quick Guide)
Match to your HRA type. Not every vendor is equally strong across ICHRA, QSEHRA, integrated HRAs, EBHRAs, and retiree HRAs. Shortlist vendors with proven depth in your primary design.
Prioritize employee experience. A clean app, fast reimbursements, and clear communications determine whether employees actually use the benefit. Ask to see the participant workflow end to end.
Insist on compliance guardrails. Look for built-in plan docs, notices, substantiation automation, and audit-ready reporting. The best systems make doing the right thing the easy thing.
Check integrations. Payroll, HRIS, carriers, and broker tools should talk to your HRA system. Fewer manual imports mean fewer errors and less HR time spent on reconciliation.
Right-size the service model. If you’re lean, choose a hands-on provider with proactive support. If you’re large, look for robust SLAs, file-feed expertise, and enterprise-grade reporting.
Model the money. Ask vendors to simulate different allowance levels and eligibility classes using your headcount—so finance can see utilization and cost scenarios before you sign.
Final Thoughts
The “best” HRA administrator in 2025 is the one that meets your specific mix of compliance needs, budget, and employee expectations. If you’re a startup or nonprofit, platforms like PeopleKeep and Take Command keep things simple without sacrificing rigor. If you’re scaling across states or prefer a single platform for multiple benefit accounts, WEX, HealthEquity, Optum Financial, Navia, TASC, Ameriflex, BRI, and Flores bring the process maturity and integrations you’ll appreciate over time. Build a short demo list, run a quick allowance simulation with your real headcount, and pick the partner that makes HRAs both compliant and truly easy to use.
