Medical Insurance
Compare individual and family health insurance options through our Quotit enrollment marketplace.
Shop Medical PlansBuilt for CHOICE Arrangements
One marketplace. Every benefit. Better decisions.
Choice Benefits brings health coverage, voluntary benefits, AI-powered guidance and mobile enrollment together in one connected employee experience.
From The ICHRA Shop: benefits expertise meets modern technology.
Welcome back, Taylor
Your benefits, all in one place
Available benefit balance$725.00Monthly
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Dental◇
Vision♡
Life＋
VoluntaryAI
Ask JanetWhat is a CHOICE Arrangement?
A CHOICE Arrangement is our employer-friendly approach to an Individual Coverage Health Reimbursement Arrangement (ICHRA). The employer sets a defined monthly contribution, eligible employees choose individual health coverage that fits their needs, and the arrangement reimburses qualified premiums and expenses according to the formal plan. It replaces one-size-fits-all group coverage with employer-funded choice.
Employer setup
Create your contribution strategy in minutes.
Build a clear first draft before your consultation. No employee health information is requested.
- Enter basic company details
- Choose an effective date
- Set contribution amounts
- Review the projected employer budget
- Book the final setup consultation
Benefits marketplace
Build the coverage package that fits your life.
Shop medical coverage and additional benefits through our trusted enrollment partners. Each button opens the correct marketplace in a new window.
Protect the people you love with Life Insurance
Explore straightforward life insurance coverage through Ethos Life and apply online.
Get a Life Insurance QuoteDental & Vision
Shop dental and vision coverage designed to complement your medical benefits.
Shop Dental & VisionShort-Term Medical
Review short-term medical insurance options for temporary coverage needs.
Shop Short-Term PlansCritical Illness & Cancer
Explore supplemental coverage for qualifying critical illness and cancer events.
Shop CoverageAccident Insurance
Compare coverage that can help with eligible expenses following an accident.
Shop Accident PlansFixed Indemnity
Review fixed-benefit plans that pay set amounts for covered medical services or events.
Shop Fixed IndemnityMore Benefit Options
Explore additional benefit choices through the Lucie Health marketplace.
Explore More BenefitsPlan availability, eligibility and terms vary. Review carrier and enrollment-partner information before applying.
Not sure where to begin?
Book a Choice Arrangements conversation and let us help you identify your next step.
Split-family ICHRA planner
Build your family’s coverage.
Compare one shared family plan with separate coverage for each parent and the children. Enter quotes from the medical marketplace and see how the same employer allowance changes the family’s cost.
Compare two coverage strategies
These values are planning inputs—not live carrier quotes.
1One shared family plan
2Split-family strategy
Shared family plan
Total monthly premium$1,800
Estimated ICHRA reimbursement$1,000
Estimated family cost$800/mo
Split-family plans
LOWER PREMIUMCombined monthly premiums$1,350
Estimated ICHRA reimbursement$1,000
Estimated family cost$350/mo$4,200/year
Split plans save an estimated $450/month
That is $5,400 in estimated annual household premium savings before other medical costs.
Premium alone does not determine the best plan. Compare provider networks, prescriptions, deductibles, out-of-pocket limits and plan rules. Actual reimbursements depend on the formal ICHRA terms, eligible coverage, substantiation and remaining allowance. Marketplace subsidy eligibility is separate.
The complete Choice Benefits experience
Five connected capabilities turn a health reimbursement arrangement into a benefit employees can understand, choose and use.
AI Benefits Assistant
Personalized, 24/7 guidance that helps employees understand coverage and make informed benefit decisions.
Voluntary Benefits
Dental, vision, life, disability and supplemental benefits alongside individual health coverage.
Employee Enrollment
A guided experience for comparing plans, reviewing options and completing benefit selections confidently.
Mobile Application
Benefits, balances and support available wherever employees work and whenever questions arise.
Product Demonstrations
See the connected platform in action and explore how it can support your organization or clients.
Meet Janet
Your Choice Benefits assistant.
Ask Janet a common question about CHOICE Arrangements, shopping for benefits, affordability, HSAs or employer setup. For personal recommendations or a question Janet cannot answer, email our team directly.
Email Janet@ichra.shopJanetChoice Benefits Assistant
Hi, I’m Janet. I can help you find the right next step. What would you like to know?
Janet provides general educational guidance, not legal, tax or individualized insurance advice. Do not enter Social Security numbers, health details or other sensitive information.
Employee experience
From allowance to enrollment—without the fragmentation.
Employees move through one coherent experience: understand the employer contribution, compare health coverage, add voluntary benefits and access ongoing support.
Know the benefit
Clear communication explains what the employer provides and how employees can use it.
Evaluate coverage
Employees consider premiums, networks, prescriptions and financial exposure.
Build the package
Health insurance and additional benefits come together around individual needs.
Complete selections
A guided path reduces confusion and helps employees finish enrollment.
Stay supported
Mobile access and AI guidance keep the experience useful throughout the year.
See Choice Benefits in action.
Explore the benefits marketplace, AI assistant, enrollment experience and mobile application in a personalized product demonstration.
Schedule Your DemonstrationHealth Savings Accounts
Give eligible employees another way to save.
A Health Savings Account (HSA) is an individually owned account that can be used for qualified medical expenses. Contributions may receive federal tax advantages, unused funds can remain in the account, and the account stays with the employee.
Important: An employee generally must be covered by an HSA-eligible health plan and meet other IRS eligibility requirements to contribute. Employer and employee contributions count together toward the applicable annual limit.
Open or Learn About a Fidelity HSAFidelity does not provide legal or tax advice. Employers and employees should consult qualified tax or legal professionals regarding their circumstances.
How employers set up payroll contributions
1. Collect employee electionsGather each participating employee’s HSA account information, contribution amount and desired payroll frequency.
2. Configure payrollCreate separate HSA deduction codes for employee and employer contributions and confirm the appropriate tax settings with your payroll provider.
3. Activate contributionsSet up eligible employees, employer funding if offered, and contribution limits. Fidelity provides the ACH account-format instructions during setup.
4. Validate and monitorConfirm every payroll run, monitor combined annual contributions, retain records and report applicable pre-tax contributions on Form W-2.
2026 preliminary estimator
Test employee and family affordability.
Use one employee at a time. The two results answer different questions: ICHRA affordability for the employee, and the separate family-coverage test used when evaluating whether related family members may have access to Marketplace premium tax credits.
Employee and coverage inputs
Enter the applicable lowest-cost Silver premium for the employee’s age and ZIP code. Employer safe harbors may use work location, prior-year premium data, W-2 wages, rate of pay or the federal poverty line when their requirements are met.
Affordability results
Monthly affordability threshold
$598
Annual household income × affordability percentage ÷ 12.
ICHRA — employee test
$150
Likely affordableLowest-cost self-only Silver premium minus the monthly ICHRA allowance.
Family-glitch screen — related individuals
$800
Potentially unaffordable for familyThe employee may still have affordable self-only coverage while family coverage exceeds the household threshold.
This educational estimate does not determine Premium Tax Credit eligibility, satisfy ACA reporting, or establish ICHRA compliance. Marketplace determinations and professional review control. Household income and tax-family information should be supplied by the employee, not inferred by the employer.
Family-glitch calculator
Estimate a family’s 2026 Marketplace subsidy.
First test whether the employee’s family coverage is potentially unaffordable. Then estimate the Premium Tax Credit available to related family members using their benchmark Silver premium.
2026 COVERAGE YEAR
Household and premium details
Use the second-lowest-cost Silver plan (SLCSP) premium for only the family members seeking Marketplace coverage. Premiums vary by ages and ZIP code.
Preliminary 2026 estimate
Federal poverty level$32,150
Household income as FPL224%
Family affordability limit$598/mo
Expected PTC contribution7.34%
Family coverage may be unaffordable
Related family members may pass the family-glitch affordability screen.
Estimated Premium Tax Credit$960/month$11,520 estimated annually
Estimated selected-plan cost after credit
$290/month
Credit is limited to the selected plan premium.
- The employee’s self-only coverage and family coverage are tested separately.
- The estimate assumes Marketplace enrollment and no other disqualifying coverage such as Medicare, Medicaid or CHIP.
- Income generally must be 100%–400% of FPL for a 2026 Premium Tax Credit; limited exceptions below 100% are not modeled.
Educational estimate only—not a Marketplace eligibility determination, tax advice or a guarantee of subsidy. The Marketplace calculates the official credit using the applicant’s full tax and coverage facts, and advance credits are reconciled on Form 8962. Values stay in this browser and are not submitted or saved.
Employer command center
Compliance made visible.
Move from plan design through annual reporting with one plain-language checklist. Checkmarks are saved only in this browser.
0 of 18 milestones complete
1. Design & adopt
2. Explain & enroll
3. Administer monthly
4. Report annually
5. Renew & improve
Compliance document center
Prepare, review and launch the plan package.
Turn the plan design into an organized document workflow. Core ICHRA materials are separated from documents that depend on employer size, funding method or optional benefits.
Employee notice timing
Launch the ICHRA notice workflow
The notice is generally furnished at least 90 days before the plan year begins. Special timing rules apply for employees who become eligible later or when the plan is established within the 90-day period.
General 90-day targetOctober 3, 2026
Launch Notice RequestResolution to Adopt
Records the employer’s formal decision to establish the arrangement and identifies the effective date and authorized signer.
ICHRA Plan Document
Defines eligibility, classes, contributions, reimbursable expenses, substantiation, claims, administration and amendment terms.
Summary Plan Description
Explains the plan to participants in understandable language, including benefits, eligibility, claims and participant rights.
Employee ICHRA Notice
Explains the offer, contribution, opt-out rights, individual-coverage requirement and potential Premium Tax Credit consequences.
Coverage Attestation
Documents that each covered participant or dependent has qualifying individual coverage or Medicare for the applicable period.
Opt-Out & Waiver Form
Records the participant’s annual decision to decline the ICHRA and supports accurate Marketplace and plan administration.
Section 125 Premium-Only Plan
For permitted pretax payroll deductions under a separate written cafeteria plan. Marketplace premiums cannot be paid pretax through Section 125.
COBRA, Privacy & Reporting
Determine which continuation notices, HIPAA materials, business-associate agreements and Forms 1094/1095 apply to the employer.
Lifestyle Spending Account
Create separate written rules for eligible lifestyle expenses, employee groups, allowances, claim deadlines and taxable payroll reporting.
Drafting guardrail: These workflows prepare employer-specific drafts; they do not establish a plan by themselves or replace legal, tax, ERISA, payroll or benefits-administration review. Applicability and deadlines vary by employer and plan facts.
Current spend → defined contribution
Start with what benefits cost today.
Turn the employer’s current medical and other-benefits spending into a simple per-employee-per-month budget. Then choose a savings target and create a predictable CHOICE contribution.
Current employer spending
Use employer-paid amounts—not the employee payroll deductions.
Processed only in this browser. The file is not uploaded or saved.
Your current PEPM
Medical$720
Other benefits$120
Combined$840
Defined-contribution starting point
Medical CHOICE allowance$648 PEPM
Other-benefits budget$120 PEPM
Combined defined contribution$768 PEPM
$230,400 projected annual employer budget
Estimated annual savings: $21,600
Estimated annual savings: $21,600
This is a budgeting model, not the final ICHRA contribution schedule. Permitted employee classes, age variation, family-size tiers, affordability and nondiscrimination requirements must be reviewed before adoption. Census files stay on this device.
3:1 age-banded strategy
Turn market PEPM into an age-aware contribution.
Use your market report as the target average. The calculator distributes that budget across five age bands while keeping the oldest band at no more than three times the youngest.
Benchmark and workforce
Enter employee counts by age band or import them from a census with an Age or Date of Birth column.
CMS contribution guidance
Proposed monthly age bands
Employee ageFactorAllowance
21–291.00×$353
30–391.25×$441
40–491.60×$565
50–592.25×$794
60+3.00×$1,059
Weighted average$650 PEPM
Projected annual cost$195,000
Small-group annual cost$234,000
Estimated comparisonSave $39,000
Market-aligned planning modelRisk Intelligence is not applying an additional budget adjustment.
This model uses broad age bands for budgeting. Final employee-level contributions must follow the formal plan, permitted classes and applicable age-rating rules. Do not use individual health conditions or claims to vary contributions.