HRA Plan Document Options Available in 2024 For Just $199
HRA Plan Documents available in 2024 from Core Documents
Section 105 HRA for one employee or spouse available since 1954. The Section 105 HRA is unique because the Affordable Care Act (ACA) did not consider a one employee HRA a group health plan. It escaped many of the limitations of the 2+ employee HRA plans after the ACA.
Group Coverage HRA (GCHRA) for 2+ employees available since 1954, dubbed HRA in 2004 by the IRS and limited in 2014 by ACA. After the Affordable Care Act the HRA for 2 or more employees had to be integrated with employer sponsored group health insurance. The following six HRA design options are available.
Comprehensive HRA Plan Document can pay any or all expenses not covered by the insurance plan (see IRS Publication 502).
Deductible Gap HRA Plan Document allows employer to buy a cheaper $5,000 deductible. Employee only pays $2,000 deductible. Employer sets up HRA to pay $2,001 to $5,000 with premium savings.
Limited HRA Plan Document for any specific charge or combination of charges such as dental, large hospital copay, etc.
Medicare HRA Plan Document allows groups with less than 20 employees for employees who prefer Medicare as Primary Payer.
Retiree HRA is set up specifically for retired employee benefit payouts.
Excepted Benefit HRA (EBHRA) started Jan 1, 2020 integrated with employer group health and pays $2,100 a year (2024) for excepted benefits such as dental, vision, chiropractic, etc.
Qualified Small Employer HRA (QSEHRA) available Jan 1, 2017 for employers with less than 50 employees without group health insurance to pay individual health insurance and out-of-pocket medical. Annual limits apply, for 2024: $6,150 Individual and $12,450 Family.
Individual Coverage HRA (ICHRA) available January 1, 2020 for employers of any size without group health insurance to pay individual health insurance and out-of-pocket medical.
The HRA plan document is currently discounted to just $199 from $299 in a one-time fee. The Plan Document only needs to be updated when there are changes in the Code or ACA law, or if you want to change the Plan eligibility or benefit offering.
