Individual Coverage HRAs (ICHRAs) have moved from “interesting alternative” to a mainstream benefits strategy for employers of all sizes. By pairing tax-free employer reimbursements with employees’ own individual health insurance, an ICHRA can control costs, expand plan choice, and simplify renewals—without forcing a one-size-fits-all group plan. If you’re evaluating vendors, this guide rounds up leading ICHRA providers for 2025 and explains what they’re best at, plus practical considerations as you choose.
What is An ICHRA?
An ICHRA lets employers set a monthly allowance for health coverage. Employees enroll in qualifying individual health insurance and get reimbursed—pre-tax—for premiums and eligible medical expenses up to the allowance. Employers can vary allowances by IRS-defined classes (full-time vs. part-time, salaried vs. hourly, location, etc.), and there’s no employer size limit. Good administration software matters: you’ll need clean onboarding, plan documentation, substantiation, reimbursements, and reporting, plus an employee experience that actually helps people pick plans confidently.
How We Chose these Providers?
We prioritized platforms that specialize in or strongly support ICHRAs, offer modern employee enrollment guidance, handle compliance documentation and year-end reporting, integrate with payroll/HRIS where possible, and provide reliable support for both admins and employees. Your best fit will depend on company size, workforce distribution, budget, and whether you work through a broker.
1) Take Command
Take Command is one of the earliest ICHRA specialists and remains a category leader. The platform streamlines the entire lifecycle—from benefit design and contribution modeling through onboarding, plan comparison, ongoing reimbursements, and renewals. Employers get plan documents, class configuration tools, and eligibility rules baked in, while employees see a guided shopping experience that demystifies metal tiers, networks, and total cost.
Where Take Command shines is operational clarity: admins see clean dashboards, employees get plain-English instructions, and support is responsive. It’s a strong fit if you want a purpose-built ICHRA engine rather than a general HRA add-on. Larger or multi-state employers will appreciate its plan discovery depth and repeatable workflows.
2) PeopleKeep
PeopleKeep offers a lightweight, approachable ICHRA experience that small to midsize employers love. Setup is straightforward, plan documents are generated for you, and reimbursements run on predictable software rails. The employee portal is simple, with clear steps for submitting proof of coverage and expenses.
PeopleKeep is great for teams without dedicated benefits staff who want reliable automation, accessible support, and easy reporting. If your program is complex with many employee classes or numerous subsidiaries, you can still run it here—just expect to rely more on PeopleKeep’s guidance to configure an optimal class structure.
3) SureCo
SureCo takes a “benefits OS” approach to ICHRA with robust decision support and a polished enrollment marketplace. Employees shop from a broad slate of individual plans while the platform emphasizes affordability, network fit, and total estimated cost—not just the monthly premium. Employers get tools to model contributions for different classes and assess budget impact across locations.
SureCo stands out for communications and education. If your workforce spans multiple states or you’re migrating off a legacy group plan, their emphasis on change management can keep adoption high and confusion low. Expect strong implementation support and data visibility for leadership.
4) Remodel Health
Remodel Health is often favored by nonprofits, schools, and faith-based organizations transitioning from traditional group plans. Their ICHRA solution blends software with hands-on guidance, bringing strategy, plan education, and practical support to employers and employees who might be new to the individual market.
The platform balances compliance tasks with people-first coaching. If your organization values personalized help and mission-aligned communication, Remodel Health can smooth the move to an ICHRA while keeping leaders and staff confident and informed.
5) Nexben
Nexben provides a powerful defined-contribution marketplace that supports ICHRAs and other funding models. Employers set allowances, and employees shop a wide range of plans with transparent cost and coverage views. The system is designed for scale—ideal for multi-state, multi-entity, or broker-led deployments.
What makes Nexben compelling is its infrastructure: it’s built to handle sophisticated eligibility, complex class design, and high volumes. If you need strong broker tooling, advanced reporting, and a marketplace feel that mirrors modern ecommerce, Nexben is a serious contender.
6) Benefitbay
Benefitbay focuses squarely on ICHRAs, branding itself as a dedicated “ICHRAs company.” The software handles plan docs, eligibility, substantiation, reimbursements, and renewals while giving employees a curated plan-shopping experience that favors clarity over jargon. Employers get a streamlined admin view with the essentials easily accessible.
This vendor is attractive if you want a specialist that keeps ICHRA complexity out of sight for your team. It’s particularly handy for distributed SMBs who need multi-state flexibility without heavy administration overhead.
7) BASE
BASE has long experience with HRAs and brings that depth to ICHRA administration. Expect thorough compliance support—plan documents, notices, and substantiation—plus practical tools for reimbursements and reporting. The platform aims to remove administrative guesswork with well-defined processes and checklists.
BASE is a fit for employers who want steady reliability, clear rules, and support that understands real-world edge cases. If you’re migrating from a QSEHRA or integrating ICHRA into a broader pre-tax benefits strategy, BASE offers the continuity and expertise to keep things tidy.
8) Benefit Resource (BRI)
BRI is known for pre-tax benefit administration and brings that operational rigor to ICHRAs. The platform streamlines employee claims, provides mobile tools for submissions, and gives administrators configurable controls, exportable reports, and straightforward plan document management.
If you already trust BRI for FSAs, HSAs, or Commuter, adding ICHRA can consolidate vendors and simplify oversight. Even if you’re new to BRI, its mature processes and service model make it a dependable choice for employers who value accuracy and predictable service.
9) HealthEquity
HealthEquity is a major player in health accounts and HRAs. Its ICHRA administration leverages the company’s scale—expect robust portals, strong security, and well-honed support workflows. Employees benefit from familiar tools for submitting documentation, and admins get granular reporting and audit-friendly records.
HealthEquity suits employers who want enterprise-grade infrastructure and the convenience of consolidating pre-tax benefits with a single, established vendor. If your finance and HR teams value deep data exports and controls, this is a comfortable, future-proof path.
10) NueSynergy
NueSynergy offers comprehensive HRA administration with a thoughtful ICHRA implementation approach. The platform supplies plan documents, class configuration, and reimbursement workflows alongside a user-friendly employee experience for coverage verification and claims.
It’s a strong fit for midsize employers that want close-knit support and a platform that doesn’t overwhelm admins. If your program design involves several classes or phased rollouts, NueSynergy’s consultative setup can keep complexity manageable while maintaining compliance.
11) TASC (Total Administrative Services Corporation)
TASC has decades of experience in benefits administration and applies that depth to ICHRAs. The system covers the essentials—plan docs, substantiation, reimbursements, and required notices—while offering integrations and services that play nicely with broader benefits stacks.
TASC is appealing for organizations that want a seasoned administrator with proven controls. If you anticipate audits, frequent structure changes, or mergers/acquisitions that affect eligibility groups, TASC’s processes can help you adapt without reinventing your benefit every quarter.
12) Medcom
Medcom delivers HRA and COBRA administration and extends that capability to ICHRAs with a compliance-first mindset. Employers receive thorough documentation, timely notices, and a clear reimbursement framework, while employees see a practical portal for submissions and status tracking.
Medcom is often chosen by employers who prize compliance documentation and responsive support. If your workforce spans multiple jurisdictions or you coordinate with outside counsel/brokers, Medcom’s organization and paper trail make governance straightforward.
Key Features to Compare Across ICHRA Providers
- Class design flexibility: Check how many employee classes the platform supports and how easy it is to model contributions by class, location, or family status. A good UI turns IRS rules into intuitive toggles rather than manual guesswork.
- Employee plan guidance: Look for plan shopping that helps employees balance premium, deductible, and network—ideally with decision support, FAQs, and live or on-demand help. Better guidance = fewer HR questions.
- Compliance & documentation: You’ll want automated plan documents, required notices, and airtight substantiation. Confirm the vendor’s approach to affordability testing (for ALEs), opt-out rules, and integration with year-end reporting.
- Reimbursements & payroll: Ask how reimbursements flow (through payroll or direct), cutoff dates, and how quickly employees get paid. Payroll/HRIS integrations reduce errors and save time.
- Multi-state coverage: If you have employees in many states, favor marketplaces with strong on-exchange and off-exchange plan data and filters that surface network details and medication coverage.
- Support model: Clarify whether support is admin-only or includes employees, and whether it’s chat, email, phone, or all three. During open enrollment, response times matter.
- Reporting & analytics: Budget variance, reimbursement utilization, enrollment status, and pending substantiation are core dashboards to expect. Export formats and API access can be crucial for finance.
- Implementation & change management: Great vendors provide templates for announcements, enrollment guides, and timeline plans. Smooth communication is the difference between a successful migration and a frustrating one.
When an ICHRA Makes Especially Good Sense
- Multi-state teams: One group plan rarely fits all markets; ICHRA empowers local choice.
- Rapid headcount change: A defined contribution is easier to control than renewing a group policy.
- Cost predictability goals: Set your allowance strategy and avoid surprise renewals.
- Competitive hiring: Offer plan choice and support without becoming a health insurance expert.
Common Pitfalls to Avoid
- Under-communicating the change: Employees need clear “why,” “how,” and “what to do next.”
- Incomplete class strategy: Start simple; don’t over-segment in year one.
- Ignoring total cost: Teach employees to evaluate premium and likely out-of-pocket spend.
- Loose substantiation: Ensure documentation rules are built into the process, not added manually later.
How to Choose Your ICHRA Partner (A Quick Step-by-Step)
- Define goals (cost control, plan choice, multi-state coverage, admin time savings).
- Map classes & contributions at a high level to inform demos.
- Shortlist 3–4 vendors whose strengths match your goals (e.g., Take Command/SureCo for deep marketplaces; PeopleKeep/benefitbay for simplicity; HealthEquity/BRI/TASC for enterprise consolidation).
- Run guided demos using your real scenarios: multi-state roles, family tiers, and payroll cadence.
- Evaluate employee experience with a sample enrollment walkthrough and FAQs.
- Confirm integrations (payroll/HRIS) and reporting outputs for finance.
- Plan communications with a 30-day calendar of emails, FAQs, and office hours.
- Pilot, then expand—start with one class or location if you’re uncertain.
Final word
ICHRAs give employers budget control and employees genuine plan choice—but only if the administration is seamless and the employee experience is crystal-clear. The providers above have proven strengths across simplicity, scalability, and compliance. Match your goals and workforce realities to the platform that fits, and you’ll turn what used to be a stressful annual renewal into a predictable, strategy-driven benefit your team actually understands and appreciates.
