Most organizations need a new approach to meet the challenges that sprung up during the remote-work boom. At SureCo, we’ve helped many companies implement an Individual Coverage Health Reimbursement Arrangement (ICHRA) for their evolving workforces, even during periods of high growth and sprawling teams, supporting them as they increase employee satisfaction and save money. 


We can help your organization do the same.



To help more industry leaders understand how ICHRAs work, we recently presented a webinar with the Society for Human Resources Management (SHRM) about how to build a benefits strategy in the current marketplace. Watch the replay here to see how HR leaders made the move to ICHRAs to address these common healthcare challenges:


Employees Are Working in Different States


About 32 million Americans will work remotely by 2025, which is roughly 22% of the workforce. This shift brings a flood of new challenges for HR leaders, like trying to fit a national workforce into a local health plan. Traditional group health coverage doesn’t provide the flexibility remote workers are looking for, and regular renewal rate increases make previous benefits strategies a financial risk.


We can help you future-proof your organization so that you can incorporate on-site and remote workers in every time zone. ICHRAs give employers more flexibility to provide comprehensive coverage to each employee, regardless of their state. You can also utilize an ICHRA for remote employees only, and our administrators can help you fit all of the compliance pieces into the healthcare puzzle.


Hear some of our success stories in the webinar.


Employees Are in Different Life Stages


As the nature of work changes, so does the labor force, so your employees are likely to be in many different life stages. You may work with young people facing the challenge of leaving their parents’ health coverage and needing low monthly payments, alongside older workers who want low deductibles. You also want to provide reasonable coverage for employees with young families. There’s no “one size fits all” for this dynamic group— they need unique coverage plans tailored to their different life stages.


Due to their diversity, employees need more options, not fewer. According to our 2024 employee benefits survey, employees want more plan choices and are confident they can pick the right one for themselves and their families. We found that employees who choose their plan are more invested in their health and wellness and feel greater job satisfaction since they helped determine their benefits.


Higher Healthcare Renewal Rates Each Year


Many of our customers received shockingly high rate quotes last year and had very little time to find alternative options. In fact, 81% of employers faced increased renewal rates in 2023, and 70% saw increases of 5-15%. 


Many employers are stuck — they don’t want to pass along the rate increase to employees, but they can’t afford to absorb the costs. As a result, most companies react to these regular rate increases with small, incremental changes, a strategy that is not likely to be sustainable in the long run. To get in front of the next rate increase, we can show you how an ICHRA could help compose the best financial model for your company. 


The Department of Labor projects the number of employers who offer an ICHRA will increase by 255% by 2025. In the coming year, 42% of employers will consider an ICHRA. The change is better made sooner than later since the average cost savings is over $900,000 annually, with 84% saving more than $500,000.


But the value is not simply monetary. Of employers who utilized an ICHRA, 88% said their employees were satisfied with their healthcare plan, and 89% said it was the right move for the company. To listen in on a discussion among other industry leaders who faced the same obstacles and then decided to create a bold new benefits strategy, check out our latest webinar.



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