You Can Offer ICHRA AND Group Insurance at the Same Time
Your insurance broker probably never told you this — but you can run two completely different health benefit plans at the same time. It's legal, it's IRS-approved, and it could save your small business a lot of money in 2026.
You Don't Have to Pick Just One Plan
Most small business owners think they have to choose: either offer a traditional group health plan for everyone, or switch everyone to something new. That's not true.
With an Individual Coverage Health Reimbursement Arrangement (ICHRA), the IRS lets you split your workforce into classes. Each class can get a different benefit. You're not locked into one-size-fits-all coverage anymore.
What Are IRS Workforce Classes?
The IRS recognizes several employee classes for ICHRA purposes. Here are some common ones:
- Full-time employees
- Part-time employees
- Salaried employees
- Hourly employees
- Remote workers
- Employees in different geographic locations
You can offer each class something different. That's a powerful tool most brokers never bring up.
A Real-World Example
Let's say you have 20 full-time salaried employees and 10 part-time hourly workers.
Your full-time team loves the traditional group plan you already have. Great — keep it. You don't have to change a thing for them.
But your part-time workers? Maybe the group plan is too expensive to extend to them. With ICHRA, you can give them a defined contribution — say, $300 or $400 a month — and let them shop for their own individual health insurance on the open market. They pick a plan that fits their life. You control exactly what you spend.
Everyone gets benefits. No one gets left out. And you're not overpaying to cover people with a plan that doesn't fit them.
Why Your Broker Probably Never Mentioned This
Here's the honest answer: it cuts into their commission.
Brokers earn a percentage of your group plan premium. The bigger the group plan, the bigger their paycheck. If you move part of your workforce to an ICHRA, that's fewer people on the group plan — and less commission for them.
That doesn't mean it's the wrong move for your business. It just means you need to do your own research.
Why ICHRA Works So Well for Mixed Workforces
ICHRA has no contribution maximum. You set whatever defined amount makes sense for each class of employees. That's a major advantage over other reimbursement arrangements like QSEHRA, which caps contributions at $537.50 per month for individuals and $1,091.66 per month for families in 2026.
With ICHRA, you could offer your full-time remote workers more than your part-time in-office staff — or vice versa. You have full control.
Employees use their ICHRA allowance to buy an individual health insurance plan that meets Minimum Essential Coverage (MEC) standards. The reimbursement is tax-free for both you and your employees.
The Bottom Line
You don't have to choose between a group plan and an ICHRA. You can run both — and give every class of employee something that actually fits their situation. It's flexible, affordable, and completely above board with the IRS.
Ready to see how this could work for your business? Visit benefitx.com to learn more about ICHRA and small business health benefits.