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Individual Coverage HRA (ICHRA)
• Employers of any size may establish an HRA that reimburses an employee’s premium for major medical insurance purchased in the individual market (including the Exchange) provided that certain requirements are met.
• If the premium cost exceeds the available HRA benefit, participants will be permitted to pay the difference with pre-tax salary reductions via a Section 125 plan provided that the plan was NOT purchased on the Exchange.
• Employers may continue to offer an existing group health plan to current employees while offering only the ICHRA to new hires (a choice between the two is not permitted).
• ICHRAs do not disqualify participants from contributing to an HSA unless the ICHRA also reimburses out of pocket medical expenses.
Excepted Benefit HRA
Employers who offer group health insurance will be permitted to also offer an HRA to reimburse premiums for certain “excepted benefits” (e.g., vision and dental insurance premiums, COBRA premiums and in some circumstances, premiums for limited duration coverage) up to an annual maximum benefit of $1,800.
As with all HRAs, a limited or unlimited carryover provision may be included. We found the Frequently Asked Questions published along with the ruling helpful.
The new rule dovetails perfectly with GDI’s existing HRA services. We are excited to enter this next phase of consumer-directed health care with our clients and broker partners. Stay tuned!
The HSA annual contribution limit for those with individual coverage has increased from $3,500 to $3,550. The family contribution limit has increased from $7,000 to $7,100. The 2020 minimum statutory deductible for an HSA-qualified High Deductible Health Plan is $1,400/Single and $2,800/Family, the 2020 out-of-pocket limit for these plans is $6,900/Single and $13,800/Family. The 2020 HSA Catch-up contribution remains steady at $1,000.