Health reimbursement arrangement (HRA) eligibility FAQs
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Key Takeaways:
- HRA Types: Different HRAs (ICHRA, QSEHRA, GCHRA) have specific eligibility rules based on company size and existing health plans.
- Employee Eligibility: Generally, W-2 employees are eligible for HRAs, while 1099 contractors are not. Specific requirements vary by HRA type and employer policies.
- Business Owner Participation: C corporation owners can participate in HRAs, but sole proprietors and partners typically cannot, unless through an eligible spouse.
- Eligible Expenses: HRAs can reimburse a wide range of medical expenses, including insurance premiums, prescriptions, and over-the-counter medicines.
- Maintaining Eligibility: Employees must keep required health insurance coverage active and follow employer policies to maintain HRA eligibility.
Are you curious about Health Reimbursement Arrangements (HRAs) and who qualifies for them? You're not alone. With the rising costs of healthcare, many employers and employees are turning to HRAs as a flexible and cost-effective health insurance option. In fact, a recent survey found that 19% of covered workers are enrolled in an account-based health plan like an HRA, up from 13% in 2020. This article will answer your most pressing questions about HRA eligibility, helping you navigate this valuable health benefit.
What is a Health Reimbursement Arrangement (HRA)?
An HRA is an employer-funded, IRS-approved health benefit that allows organizations to reimburse employees tax-free for qualified medical expenses, including individual health insurance premiums. Unlike traditional group health insurance, HRAs offer more flexibility and control over health benefit spending for both employers and employees.
HRAs have gained popularity in recent years due to their ability to provide tailored health benefits while controlling costs. For employers, HRAs offer predictable expenses and the ability to set their own budget. For employees, HRAs provide the freedom to choose their own health insurance plans and receive tax-free reimbursements for eligible expenses.
If you're an employer looking to implement an HRA for your organization, Venteur can help you design and manage a customized HRA solution that meets your unique needs.
Who Can Offer an HRA?
Organizations of all sizes can offer HRAs to their employees. Whether you're a small business with just one employee or a large corporation with thousands, you can set up an HRA to provide health benefits to your workforce. However, there are some specific rules depending on the type of HRA you choose to offer.
It's important to note that while any employer can offer an HRA, the decision to do so should be based on careful consideration of your organization's needs, budget, and employee preferences. Venteur's team of experts can guide you through the process of determining whether an HRA is the right choice for your company.
What are the HRA Adoption Trends
What are the Types of HRAs and Their Eligibility Requirements?
There are several types of HRAs, each with its own set of eligibility criteria:
1. Individual Coverage HRA (ICHRA)
The ICHRA is a relatively new type of HRA that allows employers of any size to reimburse employees for individual health insurance premiums and other qualified medical expenses. To be eligible for an ICHRA:
- Employees must be enrolled in individual health insurance coverage that provides minimum essential coverage (MEC).
- Employers can offer ICHRAs to different classes of employees, such as full-time, part-time, seasonal, or those in specific geographic locations.
- Employers cannot offer both an ICHRA and a traditional group health plan to the same class of employees.
ICHRAs offer significant flexibility for both employers and employees. They allow employers to set different allowance amounts for different employee classes, providing a way to tailor benefits to specific workforce needs. For employees, ICHRAs offer the freedom to choose their own individual health insurance plans, which can be particularly beneficial in areas with competitive insurance markets.
2. Qualified Small Employer HRA (QSEHRA)
QSEHRAs are designed specifically for small businesses with fewer than 50 full-time equivalent employees. Eligibility requirements include:
- The employer must not offer a group health plan to any employees.
- All full-time employees must be offered the QSEHRA on the same terms.
- Part-time and seasonal employees may be excluded.
QSEHRAs can be an excellent option for small businesses looking to provide health benefits without the complexity and cost of traditional group health insurance. They offer a way for small employers to contribute to their employees' healthcare costs while allowing employees to choose their own individual health insurance plans.
3. Group Coverage HRA (GCHRA)
Also known as an Integrated HRA, the GCHRA is offered alongside a traditional group health insurance plan. Eligibility criteria include:
- Employees must be enrolled in the employer's group health insurance plan.
- Employers can offer different allowance amounts to different classes of employees, such as full-time vs. part-time or based on job titles.
GCHRAs can help employers offset the high deductibles often associated with more affordable group health insurance plans. By providing funds to cover out-of-pocket expenses, GCHRAs can make high-deductible health plans more attractive and manageable for employees.
If you're considering implementing any of these HRA types, Venteur can provide expert guidance on which option best suits your organization's needs and help you navigate the setup process.
4. Retiree Health Reimbursement Arrangement (Retiree HRA):
A Retiree HRA is an employer-funded account designed to help retired employees cover eligible medical expenses during retirement, such as individual health insurance premiums, Medicare premiums, and out-of-pocket healthcare costs. Employers can customize the plan design, including contribution amounts and eligible expenses, making it a flexible and tax-advantaged benefit for retirees.
5. Excepted Benefit Health Reimbursement Arrangement (EBHRA):
An EBHRA is a specialized type of HRA designed to cover specific expenses not included in the primary group health insurance plan. These may include costs for dental, vision, and other limited medical benefits. Unlike other HRAs, EBHRAs do not require employees to be enrolled in the group health plan to access these funds, making them a flexible option for addressing supplementary healthcare needs. Employers can use EBHRAs to enhance employee benefits while maintaining compliance with IRS regulations.

HRA Eligibility for Employees
While specific eligibility requirements can vary depending on the type of HRA and employer preferences, generally, to be eligible for an HRA:
- You must be an employee of the company offering the HRA.
- You must meet any waiting periods or other criteria set by your employer.
- For ICHRAs and QSEHRAs, you must have individual health insurance coverage that meets MEC requirements.
- For GCHRAs, you must be enrolled in your employer's group health insurance plan.
It's crucial for employees to understand their eligibility status and the specific requirements of their employer's HRA. If you're unsure about your eligibility or have questions about how to maximize your HRA benefits, Venteur's support team can provide clear, personalized guidance.
Special Considerations for HRA Eligibility
Employee Classifications
Employers can use job-based criteria to create different classes of employees and offer varying HRA benefits. Common classifications include:
- Full-time vs. part-time employees
- Salaried vs. hourly workers
- Employees in different geographic locations
- Seasonal employees
- Employees covered by collective bargaining agreements
These classifications allow employers to tailor their HRA offerings to different segments of their workforce, potentially improving employee satisfaction and retention. However, it's important to ensure that these classifications comply with non-discrimination rules and other relevant regulations.
New Hires
Employers can set waiting periods for new hires before they become eligible for the HRA. This waiting period can vary but typically aligns with other benefit eligibility timelines. Some employers may choose to offer immediate HRA eligibility as a recruitment incentive, while others may prefer a probationary period.
Former Employees
In some cases, former employees, such as retirees, may be eligible for HRA benefits. However, this depends on the specific HRA plan design and employer policies. Offering HRA benefits to retirees can be a valuable part of a comprehensive retirement package, helping to attract and retain talent over the long term.
Can a business owner participate in an HRA?
Business owners' eligibility for Health Reimbursement Arrangements (HRAs) depends on their classification by the IRS. C corporation owners, considered W-2 employees, can participate in HRAs. However, sole proprietors, partners, and S corp shareholders owning over 2% of shares are ineligible.
Interestingly, sole proprietors and partners may indirectly benefit if their spouses are W-2 employees of the business. This arrangement allows participation through the spouse's eligibility.
For specific HRA types:
- QSEHRA: Check business owner eligibility guidelines
- ICHRA: Review participation rules for owners
Can 1099 contractors participate in an HRA?
Independent contractors (1099 workers) are not eligible for HRA participation. The benefit is exclusively for W-2 employees and their qualifying dependents.
Understanding these distinctions is crucial for businesses considering implementing an HRA program. It ensures compliance with IRS regulations and helps avoid potential tax issues.
How to Determine Your HRA Eligibility?
To find out if you're eligible for an HRA:
- Check with your employer or HR department to see if they offer an HRA.
- Review your employment status and job classification.
- Understand the type of HRA your employer offers and its specific requirements.
- Ensure you have the necessary health insurance coverage (individual or group plan, depending on the HRA type).
- Be aware of any waiting periods or other criteria you need to meet.
If you're an employer looking to implement an HRA or an employee trying to understand your benefits, Venteur can provide clear, actionable information to help you navigate the process.
What are the Benefits of HRA Eligibility?
Being eligible for an HRA can provide several advantages:
- Tax-free reimbursements for qualified medical expenses
- More flexibility in choosing health insurance coverage (for ICHRAs and QSEHRAs)
- Potential cost savings compared to traditional group health insurance
- Access to funds for out-of-pocket medical expenses
HRAs can also provide peace of mind, knowing that you have financial support for your healthcare needs. For employers, offering an HRA can lead to improved employee satisfaction and better ability to attract and retain talent.
Which expenses are eligible for reimbursement?
Health Reimbursement Arrangements (HRAs) allow employers to reimburse employees for a wide range of qualifying medical expenses as outlined in IRS Publication 502 and expanded by the CARES Act. For Qualified Small Employer HRAs (QSEHRAs) and Individual Coverage HRAs (ICHRAs), individual health insurance premiums are also eligible for reimbursement.
Here are some common HRA-eligible expenses:
- Prescription medications
- Over-the-counter drugs and medicines (no prescription required)
- Vision care products like contact lenses and solutions
- Dental treatments and services
- Doctor's office visits and co-pays
- Medical equipment and supplies
- Mental health counseling
- Physical therapy
Additionally, the CARES Act expanded eligible expenses to include:
- Menstrual care products (e.g., tampons, pads)
- Over-the-counter pain relievers and cold medicines
- Allergy medications
- Heartburn treatments
It's important to note that specific HRA plans may have different rules regarding eligible expenses, so employees should always check with their plan administrator for a complete list of reimbursable items.
How to Maintain Your HRA Eligibility?
Once you're eligible for an HRA, it's important to maintain your eligibility. This typically involves:
- Keeping your required health insurance coverage active
- Submitting proper documentation for reimbursements
- Staying informed about any changes to your employer's HRA policies
Venteur's user-friendly platform makes it easy for employees to manage their HRA benefits, submit claims, and track reimbursements, ensuring they can make the most of their eligibility.
Understanding HRA eligibility is crucial for both employers and employees. By knowing the requirements and benefits of these arrangements, you can make informed decisions about your health insurance options and maximize your healthcare benefits.
Whether you're an employer considering implementing an HRA or an employee looking to understand your benefits better, Venteur is here to help. Our comprehensive HRA solutions and expert support can guide you through every step of the process, from initial setup to ongoing management. Contact Venteur today to learn how we can help you navigate the world of HRAs and optimize your health benefits strategy.
You got questions, we got answers!
We're here to help you make informed decisions on health insurance for you and your family. Check out our FAQs or contact us if you have any additional questions.
ICHRA stands for Individual Coverage Health Reimbursement Arrangement (ICHRA). This health arrangement allows you to pick your own health insurance plan using your employer’s monthly tax-free allowance. These funds can be used to cover insurance premiums, including dental and vision, as well as qualified medical expenses.
What are the benefits of an ICHRA?
- Your health plan belongs to you, and you can keep your health insurance if you leave your company.
- You get to choose from any qualified health plan on the market. Venteur can help you select a plan where your preferred doctors, providers, and prescriptions are covered.
- If you choose a health plan that costs less than your employer contribution, the extra funds are added to Venteur’s Health Wallet, an account used to pay for qualified medical expenses.
Group health insurance plans are purchased by companies and offered to their employees. Traditional group plans take a one-size-fits-all approach to healthcare, giving employees limited choice when it comes to their coverage options. Employer-sponsored ICHRAs give employees a tax-free allowance to pick any plan on the public exchange that meets their unique needs.
You can use money in your Health Wallet to pay for qualified medical expenses, as the IRS defines in Publication 502. The full list is available here: https://www.venteur.com/post/213-d-reimbursements-or-health-wallet.
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Please note that some expenses, like gym memberships or vitamins, are only reimbursable if you obtain a doctor's note confirming medical necessity.
1. What Your Health Wallet Balance Represents:
Your Health Wallet balance could be thought of as a measure of the medical expense reimbursements you're entitled to under your health insurance plan. It's essential to note that it isn't quite like a bank account with a set amount of accessible cash. Rather, consider it as a marker of what you're eligible to get reimbursed for as part of your ICHRA plan.
When you shop for insurance through the app, you will see a dollar amount that is available for out-of-pocket expenses. This amount is what gets contributed to your Health Wallet account for your use in reimbursements. However, depending on how your employer has setup the account, it may be available immediately or it may be available after every monthly invoice.
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2. Your Health Wallet Account:
When your account is setup, there is a predetermined way on how your Health Wallet functions for your reimbursement funds. The first scenario is that there is money that has been set aside at the start of the period which can be used for your reimbursements. You may see the entire amount entitled to you is immediately available for medical expense reimbursements. It's like having a store of health benefits ready to be used when you need them.
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3. Simplifying the Health Wallet Experience:
We're always striving to enhance your experience and are currently working on making the Health Wallet balance operate more like a pre-paid debit card. This shift aims to streamline the funding process further and allow you quicker and more direct access to your health reimbursements, leading to an even smoother journey for you.
Remember, whether your account shows the funds immediately or after every invoice, it doesn't affect the overall sum you're entitled to under your ICHRA plan; it merely affects the timing of when you will receive the reimbursements.
Your trust is important to us, and we're continually striving to make our services better for you. If you ever have questions about your Health Wallet or anything that would help make for a more understandable benefits experience with us, don't hesitate to reach out to our customer service team.
We’ve built an AI model that uses something called a 'composite patient'. We use over 30 years of historical claims data and your age, gender, and zip code to predict your total healthcare spending under each plan. As you add additional information to your profile--specific doctors, prescriptions, risk profile, etc.--your list of recommendations becomes more personalized.
The Affordable Care Act (ACA) requires that employers with more than 50 full-time equivalent employees provide health insurance to their employees. This is known as the 'employer mandate'.
ICHRAs can meet the mandate as long as they are considered 'affordable.' According to IRS, 'an ICHRA is affordable if the remaining amount an employee has to pay for a self-only silver plan on the exchange is less than 8.39% of the employee’s household income.'
To simplify, this means that the ICHRA contribution an employee receives cannot be less than the lowest-cost silver plan available to the employee - (9.02% of the employee's household income).
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