For years, Individual Coverage Health Reimbursement Arrangements have been described as experimental, niche, or overly dependent on the individual health insurance market. Much of the public debate has focused on exchanges, subsidies, and policy uncertainty, raising questions about whether ICHRA can truly work at scale.
But according to benefitbay®, a benefits platform working closely with employers and brokers across the U.S., that framing overlooks what is actually driving adoption.
Most employers are not coming to ICHRA because of policy mechanics or headlines,” said Brandy Thompson, founder and CEO of benefitbay®. “They are coming because the traditional group and self-insured models are becoming increasingly volatile and harder to manage year over year.
The Employer Problem Behind the Shift
From benefitbay®’s vantage point, employer interest in ICHRA is less about reacting to short-term disruption and more about addressing long-standing structural challenges in how health benefits are funded and managed. Employers are increasingly looking for ways to bring greater predictability, transparency, and flexibility into their benefits strategy as workforces become more distributed and employee needs more diverse.
“For many employers, the question is no longer whether the group model is familiar,” Thompson said. “It’s whether it gives them the level of control and adaptability they need going forward.”
ICHRA allows employers to define their healthcare investment upfront while offering employees access to individual coverage options that better align with their needs. For employers, that defined contribution approach creates clarity and planning confidence. For employees, it introduces meaningful choice supported by guidance.
Importantly, benefitbay® stresses that ICHRA adoption is about thoughtful design, not shifting responsibility onto workers.
“Employers that are successful with ICHRA are leaning in, not stepping away,” Thompson said. “They are investing in education, guidance, and ongoing support because they know trust and understanding are essential to a positive employee experience.”
Exchange Dynamics Are Only Part of the Story
One of the most persistent misconceptions around ICHRA is that its success is inseparable from the health of the ACA exchanges.
benefitbay® argues that this conflates two distinct populations.
Employer sponsored ICHRA primarily operates in the off exchange individual market. Employer contributions are designed to absorb rate changes that unsubsidized individuals often cannot. Employees are not navigating the market alone, but with broker support and employer funded contributions.
“When exchange enrollment fluctuates, that is often driven by individual affordability issues,” Thompson said. “That’s a real concern, but it’s not the same population employers are supporting through ICHRA.”
This distinction becomes especially relevant when assessing viability. From benefitbay®’s perspective, employers adopting ICHRA have already absorbed recent rate filings and are making decisions based on long-term cost control rather than short-term political uncertainty.
Moving Beyond the Small Business Narrative
Public narratives still tend to position ICHRA as a solution for startups or small businesses.
In practice, benefitbay® is seeing interest move steadily upstream.
“We are seeing meaningful engagement from applicable large employers,” Thompson said. “These are organizations that are being squeezed by repeated renewal volatility and are actively looking for structural alternatives.”
According to benefitbay®, these employers are asking different questions than smaller businesses. They want to understand compliance, employee experience, service delivery at scale, and how to manage change responsibly.
“They are not experimenting casually,” Thompson said. “They are redesigning benefits infrastructure.”
Why Execution and Partnerships Matter
benefitbay® is careful to note that ICHRA is not frictionless and not right for every employer. Execution matters as much as design.
“Choice without support creates anxiety,” Thompson said. “Flexibility without structure creates confusion.”
That belief has shaped how benefitbay® approaches the market and why it recently deepened its partnership with StretchDollar.
The collaboration reflects a growing recognition that employers are not one size fits all. Smaller businesses often need simple, low cost tools to get started, while larger employers require deeper compliance capabilities and service infrastructure.
“The goal is not to push employers into a new model for the sake of change,” said Marshall Firebaugh, CEO of StretchDollar. “It’s to meet them where they are, with the right level of support for their size, complexity, and stage.”
By working together, benefitbay® and StretchDollar aim to support employers across the spectrum, rather than forcing them into tools that were not designed for their needs.
A Transition, Not a Trend
From benefitbay®’s perspective, ICHRA should not be evaluated as a short term trend or a political bet.
“This is not about chasing the next big thing,” Thompson said. “It’s about responding to long-term structural pressures in employer healthcare.”
Not every employer will adopt ICHRA. And it is unlikely to look the same across industries or workforce sizes. But benefitbay® believes the broader shift toward defined contribution models is already underway.
“Employers are not searching for a perfect system,” Thompson said. “They are searching for one that finally works for the realities they are facing.”
And increasingly, benefitbay® says, ICHRA is part of that conversation.