Employers

Introducing ICHRAs to Employees

Making the case for change — and navigating through it — comes with the ICHRA territory. Planning and thoughtful communication will help enable a smooth introduction and transition. Here are some tips and key things to keep in mind.

1

Align Leadership on the Why

Before communicating with employees, leadership should align on the pain points an ICHRA would address and the opportunities it would unlock — both for the company and for employees. Think about how ICHRA benefits relate to different segments of your employee population and the company as a whole.

2

Start Employee Communications with Why 

Before introducing what an ICHRA is or that you will be implementing one, employees need to be brought along the same journey that leadership went through: What prompted the change? What problems are you solving? Or opportunities do they need to know about?

3

Introduce and Unpack ICHRAs in Layers

ICHRAs can seem complex, but when approached in the right order, they’re much easier to understand.

  • Start with what an ICHRA is: Be as conversational and direct as possible. Avoid overly complex insurance jargon.
  • Explain why an ICHRA is the right answer: Contrast the differences between the group insurance model and ICHRAs in order to build on what people are already familiar with. Focus on the pain points of group insurance and explain how ICHRA benefits address them. Explain that they will now have choice and control of their health plan. Anticipate the kind of reactive questions that changes to insurance often provoke.
  • Explain how ICHRAs work: While staying high-level, help employees appreciate the steps involved and what it means for them. Anticipate tactical questions and concerns that will arise from a lack of firsthand experience. And, if possible, demonstrate the benefit administration platform they will use.
  • Let them know when the change is happening: Lay out a roadmap for employees with key milestones so they understand what action is needed from them and when. Milestones could include enrollment dates, introduction to the benefit admin platform, meetings with your broker, and more.

4

Address Impact to Costs and Access to Doctors/Prescriptions

It will be difficult to get attention and consideration from employees if they’re worried about how this will affect them at the most fundamental level. 

Letting them know that benefit platforms have ways to search for plans that include their specific doctors and prescriptions, and they can filter results by different costs, will help begin to address their most immediate questions.

5

Offer Direct Comparisons

Work with your benefit administration platform to pull a selection of ICHRA-based plans that are comparable to existing plans under your group insurance. Showing side-by-side comparisons of premiums, deductibles, provider networks, and prescription coverage helps employees see that similar — or better — coverable is available. It also provides real-world examples of ICHRA-based plans employees can select, helping disarm concerns.

6

Expect Skepticism and Address Misperceptions 

Some employees may assume that group insurance is the only way to get good health insurance, and feel skeptical that an ICHRA can get them the same benefits for the same, or better, cost. 

It’s also common for employees to feel anxious about any changes to insurance, especially when it comes to expenses or access to their current doctors and prescriptions. 

Acknowledge that changing to an ICHRA can introduce some initial challenges as people learn, but emphasize why the rewards are worth it. This will likely require repeated effort for employees whose minds are less open to new approaches.

7

Match Communications with Employee Journey

Good communication relies on understanding where your employees are in their understanding of ICHRAs. Think of that progression in the following stages.

  • Awareness: In the beginning, establishing the challenges, opportunities, and ways an ICHRA can help should be the focus. Let employees know what’s coming and what this means for them.
  • Education: As you progress toward enrollment, focus on delivering the practical information employees need to know in order to get set up and shop for a plan. Let them know what to expect and how to do it.
  • Enrollment Support: During enrollment, employees will need support from you and your benefit administration platform. Give them the answers and access they need to be successful through enterprise communications and one-on-one support.
  • Optimization: After your first year using an ICHRA, you’ll likely notice employees gradually becoming more informed consumers, some of whom may want to further optimize their plans. Offering tips and suggestions can help empower them even further.

Explore Other ICHRA Topics for Employers

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