Group health insurance premiums are expected to rise by about 10% on average in 2025, depending on plan type—a trend that continues to squeeze employer budgets. With limited options, rising costs, and increasing employee dissatisfaction, more companies are rethinking the status quo.
Enter the individual coverage HRA (ICHRA).
The decision between ICHRA and group health insurance isn’t just about cost. It’s about flexibility, control, and the employee experience. In this guide, we’ll break down the differences and help you determine which model is a better fit for your organization.
The quick cut
- Group health plans can offer simplicity in some cases, but often come with rising costs, limited networks, and shrinking flexibility
- ICHRA gives employers budget control and employees access to 50–100+ plan options in the individual market
- Companies with distributed teams, mixed employment types, or low group plan satisfaction are strong ICHRA candidates
- The shift to ICHRA is growing among employers seeking cost predictability and employee choice
What is group health insurance?
Group health insurance is the traditional employer-sponsored benefits model. The company selects a set of health plans—typically two or three—that all employees choose from. This model has been the standard since the 1940s and can offer simplicity and familiarity for HR teams and employees alike.
There are a few main types of group health insurance:
- Fully insured plans: The employer pays a fixed premium to a carrier, which takes on the risk and handles claims.
- Self-funded (or self-insured) plans: The employer pays for claims out of pocket, typically with stop-loss insurance to limit risk.
- Level-funded plans: A hybrid model where employers pay a set monthly amount, but unused funds may be refunded if claims are low.
Each type comes with tradeoffs in terms of risk, flexibility, and cost predictability But for growing or geographically distributed companies, even well-structured group plans can fall short. As workforces diversify, group coverage often struggles to deliver meaningful choice, competitive rates, or adequate provider networks, especially for employees in different cities or states. A few high claims can also lead to steep renewals with limited options for adjustment.
What is ICHRA?
ICHRA, or Individual Coverage Health Reimbursement Arrangement, flips the traditional employee benefits model. Instead of providing a fixed set of plans, employers offer a fixed monthly allowance that employees use to purchase their own individual health insurance.
Key advantages of ICHRA include:
- Fixed budgets: Employers set predictable monthly reimbursement amounts, avoiding surprise rate hikes.
- Employee choice: Employees shop the full individual market—often accessing 50 to 100+ ACA-compliant plans.
- Plan portability: Employees keep their doctors and their plans, even if they switch jobs.
- Compliance support: ICHRA administration platforms automate IRS compliance, documentation, and reimbursements.
While ICHRA is governed by its own set of rules, modern platforms like Zorro simplify every step, from plan modeling to employee education and ongoing support.
ICHRA vs. group health insurance at a glance
Here’s how the two models compare across key areas:
Group health insurance:
- Plan options: Typically 2-3 employer-selected plans
- Cost control: Unpredictable annual renewals
- Employee experience: Limited networks, low personalization
- Budget planning: Reactive and variable
- Administration: Manual renewals, complex negotiations
ICHRA
- Plan options: Often 50–100+ marketplace plans
- Cost control: Fixed monthly reimbursements
- Employee experience: Ability to choose coverage personalized to unique health profiles and care needs
- Budget planning: Proactive and stable
- Administration: Tech-driven automation and compliance
The cost structures of ICHRA and group insurance are just one part of the equation. The real shift is in mindset: ICHRA gives employees more autonomy, and employers more financial control.
Is ICHRA or group health insurance better for your business?
The right benefits model depends on your company’s structure, goals, and employee preferences.
Group health insurance may be a better fit if:
- Your team is small, centralized, and used to group coverage
- Plan participation is high and costs are stable
- You have limited capacity to introduce new systems
- Your workforce is mostly young, healthy, and low-churn
ICHRA may be a better fit if:
- Your workforce is spread across multiple locations or states
- You employ a mix of full-time, part-time, or seasonal staff
- You’re facing high group plan renewals or shrinking provider networks
- Employees want more plan choices and coverage flexibility
- You need to forecast and control benefits spend more effectively
In conclusion
ICHRA isn’t just an alternative; it’s a strategic shift toward flexible, employee-first health benefits. For companies ready to move beyond one-size-fits-all coverage, ICHRA offers a powerful combination of cost control, customization, and simplicity.
Want to see how ICHRA could work for your team? Book a demo with Zorro to explore your options.
