Skip to Content
Image of man writing
Article

New law allows stand-alone HRAs for small employers

January 9, 2017 / 4 min read

Small business owners have a new benefit option — they can contribute to a stand-alone HRA, instead of offering a group health plan, to help employees pay for out-of-pocket medical expenses. Our bulletin provides an overview and steps for eligible employers.

On Dec. 13, 2016, the 21st Century Cures Act (Act) was signed into law. The Act allows small employers that do not maintain group health plans to establish stand-alone health reimbursement arrangements (HRAs), effective for plan years beginning on or after Jan. 1, 2017. This new type of HRA is called a “qualified small employer HRA.”

Due to the Affordable Care Act (ACA), most stand-alone HRAs have been prohibited since 2014. This new law creates a special exception for small employers that are not subject to the ACA’s employer shared responsibility rules. Instead of offering a group health plan, small businesses may use a qualified small employer HRA to reimburse employees’ out-of-pocket medical expenses, including their premiums for individual health insurance coverage, on a tax-free basis.

Action steps

Small employers that do not sponsor group health plans may want to consider implementing a qualified small employer HRA to help their employees pay for out-of-pocket medical expenses. Because there are specific design requirements for these HRAs, including a maximum benefit limit and an employee notice, small businesses should work with their advisors to make sure their HRAs are compliant.

ACA reforms

HRAs are employer-funded arrangements that reimburse employees for certain medical care expenses on a tax-free basis, up to a maximum dollar amount for a coverage period. The ACA includes market reforms that limit the availability of HRAs, beginning in 2014. Under these reforms, most stand-alone HRAs have been prohibited. A stand-alone HRA is an HRA that is not offered in conjunction with a group health plan. However, the Act creates an exception to this prohibition for qualified small employer HRAs.

Effective Jan. 1, 2017, an eligible employer may offer a stand-alone HRA without incurring penalties under the ACA if the HRA meets the requirements for a qualified small employer HRA. This type of HRA can be used to help employees pay for their own health insurance policies and reimburse other out-of-pocket medical expenses.

Beginning in 2017, small business owners have a new benefit option available to them—they can contribute to a stand-alone HRA instead of offering a group health plan.

Qualified small employer HRA

Eligible employers

To be eligible to offer a qualified small employer HRA, an employer must meet the following two requirements:

  1. The employer is not an applicable large employer (ALE) that is subject to the ACA’s employer shared responsibility rules. In general, this means that the employer must have fewer than 50 full-time employees, including full-time equivalents.
  2. The employer does not maintain a group health plan for any of its employees.

HRA design requirements

Like all HRAs, a qualified small employer HRA must be funded solely by the employer. Employees cannot make their own contributions to an HRA, either directly or indirectly through salary reduction contributions. In addition, the following requirements apply to qualified small employer HRAs:

Employee notice

An employer funding a qualified small employer HRA for any year must provide a written notice to each eligible employee. This notice must be provided within 90 days of the beginning of the year. For employees who become eligible to participate in the HRA during the year, the notice must be provided by the date on which the employee becomes eligible to participate.

The notice must include the following information:

If an employer fails to provide this notice for a reason other than reasonable cause, the employer may be subject to a penalty of $50 per employee for each failure, up to a maximum annual penalty of $2,500 for all notice failures during the year.

Transition relief

Employers will not be treated as violating the notice’s timing requirements if the notice is provided no later than 90 days after the Act’s enactment, or March 13, 2017.

Related Thinking

Business professional learning about self-insurance online.
October 8, 2024

Captive insurance is key to managing risks of middle-market self-insurance

Article 7 min read
Three business professionals walking in an open, modern office lobby.
September 4, 2024

Prepare for open enrollment 2025: What employers need to know

Article 19 min read
Business professional wearing a necklace and glasses using a desktop computer.
August 13, 2024

Is your benefits broker on your side? CAA broker transparency rules will help employers

Article 3 min read