PeopleKeep

FEBRUARY 25, 2022

Employers know that shifting a more significant portion of the health insurance costs to their employees can make providing group health insurance more affordable; however, it can also lower their workforce’s morale, making it harder to attract and retain top talent.

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PeopleKeep

OCTOBER 17, 2021

These rising prices, coupled with the hassle and one-size-fits-all nature of traditional group benefits, have caused many small businesses to drop health benefits altogether. Fortunately, there are more small business health benefits options today than ever before that serve as affordable alternatives to traditional group health insurance.

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PeopleKeep

MARCH 8, 2021

With an MERP, organizations typically offer an allowance of tax-free money instead of a traditional benefit like group health insurance; although some MERPS like an individual coverage HRA (ICHRA) or a group coverage HRA (GCHRA) can work alongside existing group plans.

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PeopleKeep

DECEMBER 20, 2021

But there is also the option of adding a health savings account (HSA) or a group coverage HRA (GCHRA) to your HDHP as an added bonus. Many nonprofit benefit packages include a high deductible health plan (HDHP) to keep costs in check.

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PeopleKeep

JANUARY 14, 2021

When researching different health reimbursement arrangement (HRA) options, employers may notice that when group coverage HRAs (GCHRAs) are mentioned high deductible health plans (HDHPs) are discussed too. Because of this, a common question employers have is whether or not a GCHRA must be paired with an HDHP?

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PeopleKeep

JUNE 11, 2020

A health reimbursement arrangement (HRA) is an IRS-approved, employer-funded, health benefit used to reimburse employees for out-of-pocket medical expenses and personal health insurance premiums. HRAs must be set up by an employer on behalf of its employees, and only the employer can contribute to an HRA.

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PeopleKeep

SEPTEMBER 3, 2020

According to a recent employee benefits survey , when choosing between a high-paying job and a lower-paying job with quality health benefits, 88% of employees would consider the lower paying job. A whopping 54% of employees would “heavily consider” this tradeoff.

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