Each employee gets a tax-free monthly budget and picks their own plan. Your cost stays flat all year, whether you have ten people or five hundred.
ICHRA is short for individual coverage HRA. It is federal law, it has been available since 2020, and this is the whole mechanism.
Any amount you choose. It can differ by family size or age band, and it is the number your books see. It does not move until you move it.
From the real individual market: HealthCare.gov or straight from the carriers. The 26-year-old picks what fits them, the 55-year-old picks what fits them. We help every single one choose.
Their premium comes out of the budget you set, free of payroll tax for you and income tax for them. Coverage belongs to the employee, so it goes with them if they ever leave.
Employers in the states we serve average north of $700 per employee, per month, on group coverage. That is the bar your renewal keeps raising.
Individual plans often start around $450 for the same decision, made person by person and priced by age instead of blended across the whole roster.
And there are no participation minimums, so the math works at any headcount, from your first hire up to a few hundred.
Group figure from public employer filings in Ohio, Indiana, and South Carolina. Individual figure from published marketplace rates in those states; what your people pay depends on their age and county.
You know the drill: the increase lands a few weeks before you have to sign, and your only real move is to take it. An ICHRA replaces that with a number you control. Before your next renewal, it is worth seeing your current cost next to the individual option, side by side.
See the side-by-side →If you priced coverage once and shelved it, the math has changed. Individual plans for a worker in their 30s often run around $450 a month in our states, sometimes less, and there is no participation minimum and no plan for you to administer.
See what it would cost →Health benefits are making the same shift retirement made when pensions gave way to 401(k)s: the employer sets the contribution, the person owns the plan.
Solvara Cares is an independent benefits brokerage led by Matt Swango, working with employers across Ohio, Indiana, the Carolinas, and Georgia. Nothing here gets routed to a call center or a ticket queue: the practice that designs your budget is the same one that sits with your employees at enrollment and picks up the phone at renewal. And it all runs on one promise: if the math does not beat what you have today, we will say so.
Matt has spent [years] years in employee benefits, the last several focused almost entirely on ICHRA. Every side-by-side that leaves Solvara crosses his desk. [Credentials + one personal line: family, town, community]
Paperwork, carrier back-and-forth, renewals, and the questions in between. When you call, you get an answer from someone who knows your account, not a ticket number.
At open enrollment and whenever life changes a plan, your people pick with someone beside them, not alone with a browser tab. New hires get the same sit-down.
"[Client quote from Matt, with permission. Ideally about seeing the side-by-side before a renewal, or what changed in year one.]"[Name] · [Title], [Company]
"[Second client quote, ideally from a shop that had never offered benefits before.]"[Name] · [Title], [Company]
If yours isn't here, ask. If the numbers do not beat what you have, we will say so.
It is federal law, not a loophole. ICHRAs came out of a 2019 federal rule and have been available since 2020. Tens of thousands of employers run one today, and the reimbursements are tax-advantaged the same way group-plan premiums are.
Any size. There is no minimum group size and no participation requirement, which is exactly what makes it workable for a ten-person shop that could never hit a group plan's enrollment minimums. It scales up from there.
On the individual market: HealthCare.gov or directly from carriers. That is a real shopping decision, so we sit with each employee and help them pick. Nobody gets handed a website and a shrug.
Yes. The rules let you split your workforce into classes, like full-time versus part-time, or one location versus another, and offer the ICHRA to some classes while others stay on a group plan. That is often how bigger companies start.
For you, nothing. The budget you set is yours; it does not renew and it does not spike. Each fall your employees can reshop their own plans during open enrollment, and we help them do it. If a plan's price moves, that is a shopping decision, not a bill you have to eat.
We design the budget and the classes, handle the setup and the paperwork, help every employee choose and enroll in a plan, and stay on as your broker year-round: new hires, life changes, open enrollment, all of it. You get one number on your books and one person to call.
Nothing. The estimate is free and built from data we already have: your rough headcount and county are enough to start. No census, no commitment.
What you would likely spend on an ICHRA next to what companies like yours spend today. Built from public data, so we need almost nothing from you.
Tell us who you are and roughly how many people you have.
We build the estimate from public data. Nothing else needed from you.
You see your likely cost next to what companies like yours pay today.