The official date of implementation of ICHRA is not yet declared, however we are expecting it to be in action early in 2020. There might be some changes in the details when the final rule will be issued, however, it is expected that it will work accordingly based on the present proposal.
Let’s check out some of the key features of ICHRA.
- ICHRA will allow employers to entitle the employees with a per month allowance in terms of health benefit. The contribution will depend on the respective class of the employee as per the nine employee classes.
- Employees would be able to purchase a health insurance with some amount from their own.They are bound to urge a proof of the same to their companies.
- The documents will be verified by the organization.After the successful verification of the same, company will release the reimbursement , which will be tax exempted.
- To take part in ICHRA, employees, along with their families must possess a personal health insurance. Employees who are qualified for tax credits may choose to gather the credits. They can also waive them off by participating in ICHRA program.
- Any business can take part in this program if they are not involved in any other group insurance participation for the same employee class who are with ICHRA too.
- Employers are bound to entitle their employees to enroll under ICHRA once in a year. When the employee leaves the job, the employer is responsible for the review that the premiums are getting paid by the respective employee. Employers are also required to give a notice stating the benefits of ICHRA in terms of tax credits via public exchange.
- In some cases, employer are required to increase the part of their contribution for the aged employees along with their dependents who might need to bear a highr rate of premium.
The main goal of ICHRA is to balance the employee –employer satisfaction. For the satisfaction of employer mandate, the “affordable coverage “ defined by ACA should be provided by ICHRA. “Affordable Coverage” refers to the health insurance of the employees should cost lesser than the employee’s family income, in fact, it should be lesser than 9.86% of his household income.