ICHRA for Employers
Give your team real health-plan choice. Keep control of your benefits budget.
Set a defined employer allowance. Eligible employees choose individual health coverage that fits their household. Dayla coordinates the employer conversation and employee enrollment experience alongside a qualified ICHRA administrator.
✓Predictable employer contributions
✓Individual plan choice for employees
✓Support for distributed teams
No-pressure employer conversation
Multi-state support where licensed
✓
Human help
for every rollout
for every rollout
A clearer benefits model
1You set the allowance
2Employees choose coverage
3The administrator manages reimbursements
Budget clarityChoose a defined contribution
Employee choicePlans matched to real households
Multi-state readySupport where Dayla is licensed
Admin backedClear operational responsibilities
ICHRA, in plain English
One benefit.
Four clear roles.
ICHRA stands for Individual Coverage Health Reimbursement Arrangement. It gives employers a defined-contribution way to support employee health coverage without selecting one traditional group plan for everyone.
Employer
Sets the benefit strategy
Choose the budget, eligible employee classes and start date with professional guidance.
Employee
Chooses individual coverage
Select qualifying coverage that fits the employee's location, household and priorities.
Administrator
Runs plan operations
Handles formal plan administration, substantiation, reimbursement processing and records.
Dayla
Makes coverage feel human
Educates the employer, coordinates rollout and guides employees through plan selection and enrollment.
Why employers explore an ICHRA
Benefits pressure is real.
Your options should be too.
An ICHRA may be worth a serious look when the old group-plan model no longer matches the way your business hires, grows or budgets.
01
Group premiums keep climbing
Move from an open-ended renewal surprise to a defined employer allowance you can plan around.
02
Your team lives in different states
Let eligible employees shop for individual coverage available where they actually live, with Dayla guidance where licensed.
03
One plan no longer fits everyone
Employees can compare individual options around their own doctors, prescriptions, household and budget.
04
Participation is a struggle
An individual-choice model may help when a traditional group plan is difficult to sustain or does not serve the full workforce.
05
You need a stronger recruiting story
Offer meaningful health-benefit support without asking every employee to accept the same carrier or network.
06
You want help—not another project
Dayla coordinates education and enrollment support alongside an experienced ICHRA administrator.
A strong conversation for
Small and midsize employers with real benefits pressure
✓Remote or multi-state teams
✓Unpredictable renewals
✓Mixed employee needs
✓Growth without benefits chaos
How an ICHRA Works
Dayla stays with the employer and employees while the administrator handles the formal plan and reimbursement machinery.
01
We learn your workforce
Dayla starts with your locations, employee mix, current benefits, renewal pressure and budget goals—not a one-size-fits-all pitch.
Dayla + Employer
02
The arrangement is designed
Your administrator and professional advisers help structure eligible classes, allowance levels, affordability, plan documents and required procedures.
Administrator + Advisers
03
Employees get a clear rollout
Required notices are delivered on schedule, and Dayla helps translate the change into plain English before employees begin shopping.
Employer + Admin + Dayla
04
Employees choose coverage
Eligible employees receive one-on-one help comparing available individual plans and enrolling on time—including through an applicable Special Enrollment Period.
Dayla + Employee
05
Administration stays organized
The administrator verifies qualifying coverage, substantiates eligible expenses and manages reimbursement operations. Dayla remains available for insurance support.
Administrator + Dayla
90
Give the calendar room to work.
Current employees generally need written ICHRA notice 90 days before the plan year begins. Newly eligible employees should receive notice as soon as they become eligible. Dayla helps coordinate the employee-facing timeline with your administrator.
Clear roles protect everyone
You should always know
who is responsible for what.
Dayla works alongside leading ICHRA administrators. We do not pretend insurance enrollment and plan administration are the same job.
D
Your insurance partner
Dayla handles
✓Employer discovery and ICHRA education
✓Rollout coordination with the administrator
✓Employee meetings and plain-language guidance
✓Individual plan comparison and enrollment help
✓Ongoing insurance and coverage support
A
Your plan administrator
Administrator handles
✓Formal plan documents and administration
✓Eligibility and coverage substantiation procedures
✓Eligible-expense review and reimbursement processing
✓Required notices, records and administrative reporting
✓Employer reimbursement operations
Important: Dayla does not hold or distribute employer reimbursement funds,
substantiate employee claims, create formal plan documents or provide legal or tax advice.
Compare the models
An ICHRA is not just a
different group plan.
It changes who chooses the insurance, how the employer sets the budget and how the benefit is administered.
| Decision point | Individual Coverage Health Reimbursement Arrangement (ICHRA)Individual choice |
Traditional groupEmployer-selected | Qualified Small Employer Health Reimbursement Arrangement (QSEHRA)Small-employer HRA |
|---|---|---|---|
| Employer eligibility | Generally employers of any size with at least one eligible W-2 employee | Varies by market, carrier and plan rules | Generally fewer than 50 employees and no group health plan |
| Employer contribution | Employer-defined; no federal annual minimum or maximum | Employer generally pays a share of group-plan premiums | Employer-defined, subject to an IRS-adjusted annual maximum |
| Who chooses coverage? | Employee chooses qualifying individual coverage available to them | Employer selects one plan or a limited plan menu | Employee maintains qualifying coverage and submits eligible expenses |
| Employee classes | Permitted federal classes; same terms within a class, with limited variations | Employer and plan eligibility rules apply | Generally offered on the same terms to eligible full-time employees |
| Premium tax credits | Affordability and acceptance affect eligibility; employee cannot use both for the same month | Affordable, minimum-value offers generally affect eligibility | Amount and affordability may reduce or affect eligibility |
| Best first question | Could defined contribution and employee choice solve our pressure points? | Can one group offering serve our workforce and budget? | Are we an eligible small employer seeking a capped HRA? |
This overview is educational, not a plan recommendation. Eligibility and design require administrator and professional review.
The employee experience
Your benefit only works if your people understand it.
Changing the benefits model can create questions. Dayla gives employees a real person to help them move from the employer notice to an informed coverage decision.
01
Understand the offer
What the allowance means, what coverage is required and what deadlines apply.
02
Compare real options
Plans available in the employee's area, viewed through household needs—not a generic group average.
03
Enroll with confidence
Human help through the application and enrollment process, where Dayla is licensed.
“
Our goal is simple: the employer gets control, the employee gets choice, and no one feels left alone in the process.Plan a supported rollout →
Is an ICHRA worth exploring?
Start with your business—not a product.
There is no universal “best” benefits model. A useful strategy session looks at the problem you are trying to solve and tests whether an ICHRA fits.
Bring these questions to Dayla:
✓Where do our employees live?
✓What is our real annual benefits budget?
✓Which employees need to be eligible?
✓Are we keeping any group coverage?
✓When does our current plan renew?
✓How much employee guidance will rollout require?
Employer FAQ
Smart questions deserve straight answers.
These answers reflect current federal guidance reviewed in August 2026. Your final arrangement should be designed with your ICHRA administrator and appropriate professional advisers.
Ask Dayla About ICHRAWhat is an ICHRA?
An Individual Coverage Health Reimbursement Arrangement is an employer-funded
arrangement that can reimburse eligible employees for qualifying individual
health coverage and other eligible expenses under the terms of the plan.
What size employer can offer an ICHRA?
An ICHRA is generally available to employers of varying sizes. Final eligibility,
employee classes and plan design should be reviewed with the administrator.
Can we choose how much to contribute?
Employers generally define the allowance, subject to applicable design,
class and affordability rules. Your administrator should confirm the final structure.
Can we keep a group plan for some employees?
Certain employee classes may be treated differently when federal class rules
and other requirements are satisfied. This should be designed with the administrator.
Can employees enroll outside Open Enrollment?
In some situations an ICHRA offer can be associated with a Special Enrollment
Period for qualifying individual coverage. Timing and eligibility should be confirmed.
How does an ICHRA affect Marketplace premium tax credits?
The relationship depends on affordability, employee acceptance and other federal
rules. Employees should receive appropriate guidance before making a decision.
What coverage qualifies for ICHRA reimbursement?
Qualifying individual coverage and eligible reimbursable expenses depend on the
arrangement and applicable rules. The administrator is responsible for substantiation.
Does Dayla administer the ICHRA or handle reimbursement money?
No. Dayla provides employer education, rollout coordination, insurance guidance
and enrollment support. Formal administration and reimbursement operations are
handled by the ICHRA administrator.
Can Dayla support employees in multiple states?
Dayla can provide insurance guidance and enrollment support where properly licensed,
with the rollout coordinated alongside the employer and administrator.
Your next step
Let's find out whether an ICHRA fits your workforce.
Bring us your employee map, renewal date and benefits pressure points. We'll help you turn the right questions into a clear next step.
Schedule My Free ICHRA Strategy Session →
Prefer to talk now?
(470) 202-4866