Outdated health benefits are costing you talent.

Not anymore. The individual market has evolved significantly. Today, many ACA plans offer the same carriers, networks, and benefits as group plans, sometimes with better coverage at lower cost.

In competitive markets, employees often find options that match or exceed what traditional group plans provide. We can show you exactly what’s available in your area.

This is one of the most common concerns we hear, and it’s valid. The good news: many employees assume their doctor won’t be covered, but when they check, their provider is in-network on multiple available plans.

With ICHRA, network-matching tools help employees find plans that include their preferred providers. PPO options exist in many Georgia markets, and we help employees navigate their choices before they enroll.

We get it; shopping for individual insurance used to be overwhelming. But it’s not 2014 anymore. Today’s tools make plan selection straightforward, and your employees won’t navigate it alone.

HRASimple provides personalized plan-matching technology and concierge-level support so employees make informed decisions with confidence. Think of it like a 401(k): with the right guidance, people make smart choices.

ICHRA compliance is different from traditional group plans but not necessarily harder. Traditional plans come with their own headaches: ERISA, COBRA, nondiscrimination testing, ACA affordability rules, and annual renewals.

With ICHRA, you gain more control and predictability. And the best part? HRASimple works along side you in the administrative burden—IRS compliance, enrollment support, and employee questions—so you don’t have to figure it out alone.

ICHRAs aren’t an experiment; they’re an evolution. Think about how 401(k)s replaced pensions: skepticism gave way to standard practice. ICHRAs follow the same path, shifting from employer-controlled benefits to employee choice and portability.

They were designed under bipartisan rule-making, major carriers and benefits platforms are investing heavily, and hundreds of thousands of employees are already covered.

The momentum is real.

We have a high retention for companies who switch to ICHRA.

The key is how you introduce the transition. Companies with the most success don’t just roll out ICHRA and say “good luck.” They provide structured education, guided plan selection, and ongoing support.

HRASimple handles onboarding and education so your team feels supported, not abandoned.

More than 9 out of 10 employers who offered a Health Reimbursement Arrangement (HRA) in 2024 renewed it for 2025 .

The data shows that employers may shop administrative platforms, but they rarely abandon the reimbursement model.

A 90% retention rate demonstrates the durability and sustainability of this new model of health benefits. (HRA Council Data Report)

It might actually cost you less. With traditional group plans, you pay the same amount per employee regardless of their age, needs, or whether they even value the coverage, and premiums climb every year.

ICHRA lets you set a predictable, tax-efficient budget while employees choose plans that fit their needs.

In many cases, this means cost savings or better value for the same spend. Let’s run the numbers together, or you can use our ICHRA calculator to test out your scenario.

ICHRAs work especially well for:

• Small to mid-sized businesses (2–500 employees)
• Companies with remote, hybrid, or multi-location teams
• High-turnover industries like hospitality, retail, and staffing
• Startups and growing companies seeking cost predictability
• Employers who want flexibility without rigid plan structures

Not every employer is a perfect fit, and we’ll tell you honestly if your company is a fit.

But if cost control, employee choice, or workforce flexibility matters to you, an ICHRA is worth exploring.