A starter guide for busy brokers

Individual Coverage HRA 101

Employers of all sizes are facing rising costs with traditional group health insurance plans. Our ICHRA* solution, paired with our flexible voluntary benefits, offers a smarter path to predictable premiums, personalized coverage and growing employer demand.

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Employer premiums have been increasing over the past five years

Average premium per month for family coverage
Average premium per month for single coverage

Source: KFF, 2025/2024 Employer Health Benefits Survey.

How ICHRA works

Why consider our ICHRA solution?

We act as a trusted extension of your team — delivering fully supported, tech-enabled enrollment solutions that help simplify ICHRA and benefits administration. Whether you’re new to ICHRA or already have it in place, we meet you where you are and can help you reach both you and your client’s goals.

ICHRA can be a good fit for your clients if they:

Want more controllable and predictable health plan costs
Can’t afford a traditional group health insurance plan
Want to offer their employees more health plan options

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How ICHRA and traditional group plans stack up

Our side-by-side chart makes it easy to see the difference between ICHRA and traditional health insurance plans.

Receive a client-specific voluntary benefits strategy that aligns with group needs and complements ICHRA plans.
Leverage a customized enrollment approach that meets employees where they are — across channels, schedules and preferences.
Gain access to a dedicated team of professionals, including ICHRA consultants and market development specialists, who provide expert guidance, training and acquisition support.

Colonial Life is not providing ICHRA services or administration. All services and administration related to ICHRAs through this program will be performed by a third party. Employees must be enrolled in individual health insurance coverage to use the funds. Funds can only be used for qualifying healthcare expenses and cannot be used for things like excepted benefits premium reimbursement. Employers should consult their tax advisors for ICHRA implications.