ICHRA Pricing Comparison 2026: 8 Vendors Side by Side

TL;DR

ICHRA administration fees range from $14 to $85+ per employee per month, but sticker price tells only part of the story. Platform fees, setup costs, minimum seat requirements, and hidden broker commissions can double your actual spend. This comparison breaks down real pricing for eight ICHRA vendors, calculates total costs at different team sizes, and explains the feature tradeoffs behind each price point so you can pick the right platform without surprises.

What ICHRA Administration Really Costs in 2026

Before comparing vendors, it helps to separate two very different numbers. Your ICHRA allowance is the money employees use toward health insurance premiums. The administration fee is what you pay a platform to manage the ICHRA itself: compliance documents, reimbursement processing, employee support, and reporting.

This article compares administration fees only. The allowance you set is up to you. For reference, applicable large employers offered an average ICHRA allowance of $448 per month in 2024, while smaller companies contributed around $600 monthly.

Administration fees across the market range from $5 to $85 per employee per month (PEPM), according to estimates compiled by benefits researchers. That range is wide because vendors serve very different segments. A $14/PEPM platform running automated reimbursements for a five-person team solves a different problem than a $50+/PEPM white-glove service managing compliance for 500 employees across 12 states.

The real trap, though, is what the PEPM number leaves out. Watch for three hidden cost layers:

• Platform or base fees charged monthly regardless of headcount (Take Command charges $40/month; PeopleKeep starts at $89/month).
• Setup fees that can range from a few hundred to several thousand dollars.
• Broker commissions layered on top. One broker on Reddit’s r/HealthInsurance described a 2023 ICHRA implementation costing $100 PEPM total, with $65 going to broker commissions and only $35 to the vendor. That is not unusual for broker-sold platforms.

Understanding how much employers pay for health insurance overall puts these admin costs in perspective, but the administration fee still deserves scrutiny because it’s a recurring line item you control.

At-a-Glance ICHRA Vendor Comparison Table

Now let’s look at each vendor in detail.

1. SimplyHRA

Best for: Small and mid-size businesses that want payroll-triggered reimbursements and a single, fully loaded price with no add-on fees.

Pricing: $29 per employee per month. One tier (Premium), which includes pre-funded virtual debit cards for every employee. No separate platform fee or setup fee is listed.

Key features:

• Payroll-triggered reimbursements that sync with your existing pay cycle
• Automatic classification of expenses and handling of partial reimbursements
• Non-reimbursable purchases auto-deducted from payroll, reducing manual follow-up
• Optional pre-funded debit cards and employer ACH prefunding so employees don’t wait for reimbursement
• 24/7 AI chatbot plus a licensed broker team authorized in every state to help employees choose marketplace plans
• Integrations with Gusto, Rippling, ADP, Plane, and others

Why it stands out: The payroll-centric workflow is genuinely different. Most ICHRA platforms treat reimbursement as a standalone process. SimplyHRA ties reimbursements directly to payroll runs, which means fewer manual steps for HR and cleaner accounting. The broker team in all 50 states is also unusual at this price point. If you want an ICHRA that integrates directly to payroll, this is the vendor built around that use case.

Tradeoffs to consider:

• At $29 PEPM, it is not the cheapest option. You pay more than Salusion or Take Command’s base PEPM, though the price includes features (debit cards, broker support, payroll integration) that others charge extra for or don’t offer.
• SimplyHRA is a newer brand (founded 2025) with limited third-party reviews. Prospective buyers may want to see the platform in a demo before committing.
• Focused on ICHRA. If you need QSEHRA or GCHRA administration on the same platform, this is not the multi-product solution.

If you want to see the platform in action, schedule a free demo to walk through the payroll integration and debit card workflow.

2. Salusion

Best for: Ultra-cost-sensitive small businesses (under 20 employees) that want the lowest possible admin fee and don’t need debit cards or deep payroll integration.

Pricing: $14 per participant per month. No platform fees. No setup fees. No minimums. You only pay for employees who actually use the HRA.

Key features:

• Pay-per-use model, so months with zero participants cost nothing
• ACH reimbursements built into the platform
• Claims to be the lowest-cost HRA on the market
• Simple, automated reimbursement workflow

Why it stands out: For a five-person team, Salusion costs $70/month. That’s genuinely hard to beat. The pay-per-use model is especially attractive for businesses where not every employee enrolls.

Tradeoffs to consider:

• Reimbursement-only model. No debit card option, which means employees pay premiums out of pocket first and wait for reimbursement.
• No prominently featured payroll integrations. If you run Gusto or Rippling and want automated sync, you may need to handle that manually.
• Limited support infrastructure compared to platforms with broker teams or dedicated account managers.
• Because it’s reimbursement-only, handling out-of-network or non-standard purchases can create administrative friction.

The reimbursement vs. direct-pay distinction matters here. Salusion uses a pure reimbursement model: employees pay, submit proof, get paid back. Some vendors use a direct-pay model with a virtual debit card attached to the insurance policy, but that approach can lock employees into the vendor’s brokerage. If the employee buys insurance elsewhere, the vendor won’t issue the card. SimplyHRA’s approach, offering optional pre-funded debit cards alongside a reimbursement system, splits the difference.

3. Take Command

Best for: Mid-size employers wanting a well-established platform with employee shopping support and a large installed base.

Pricing: $20 per eligible employee per month, plus a $40/month platform fee. No setup fees. No long-term contracts.

For a 10-person team, that works out to $240/month ($20 × 10 + $40), or effectively $24 per employee. At 50 employees, it’s $1,040/month, dropping the effective rate to $20.80 per head.

Key features:

• Employee shopping support to help workers choose individual market plans
• Over 1,000 clients served since founding in 2014
• No setup fees or long-term commitments
• If no employees are enrolled, you pay only the $40 platform fee

Why it stands out: Take Command is one of the most established names in ICHRA administration. Founded in Dallas in 2014, they have the track record and client base that risk-averse buyers value. The employee shopping experience is a genuine differentiator for companies where workers need hand-holding through marketplace enrollment.

Tradeoffs to consider:

• The $40/month platform fee penalizes very small teams. At five employees, your effective PEPM jumps to $28, nearly matching more feature-rich competitors.
• No debit card functionality, so employees use the standard reimbursement model.
• Payroll integrations are not prominently named on their public-facing materials.

4. PeopleKeep (by Remodel Health)

Best for: Small businesses that need ICHRA, QSEHRA, and GCHRA administration on a single platform.

Pricing: ICHRA plans start at $89 per month as a base fee, plus a per-employee fee (reported around $19+/employee/month by third-party sources), plus a one-time setup fee. A minimum of three seats is required even if you have fewer than three employees.

Key features:

• Multi-HRA support: ICHRA, QSEHRA, and GCHRA all on one platform
• Acquired by Remodel Health in 2024, strengthening their insurance marketplace connections
• Established brand with years of HRA-specific content and compliance guidance

Why it stands out: If you want to run multiple HRA types (say, an ICHRA for full-time employees and a QSEHRA for a smaller subsidiary), PeopleKeep consolidates that into one vendor relationship.

Tradeoffs to consider:

• Cost stacks up quickly. The $89/month base fee plus per-employee charges plus a setup fee makes PeopleKeep one of the more expensive options for small teams.
• The three-seat minimum means solo entrepreneurs or two-person companies still pay for three.
• User experience is inconsistent. One verified Capterra reviewer wrote that working with PeopleKeep “led to dozens (maybe hundreds) of wasted hours trying to get employees enrolled and reimbursed,” citing deleted records and employees unable to get coverage. Other users praised their customer service. The variance suggests implementation quality may depend on your specific account team.
• No debit card option.

5. Thatch

Best for: Tech-forward startups and VC-backed companies comfortable with a modern UX and quote-based pricing.

Pricing: Not publicly listed. Industry estimates place Thatch in the $20 to $30 PEPM range. You’ll need to engage their sales team for a specific quote.

Key features:

• Absorbed Venteur’s customers and broker partners in April 2026, expanding their user base
• Employees who spend less than their allowance on insurance receive a Thatch Visa debit card for other healthcare costs
• Backed by $38 million in Series A funding from Index Ventures and General Catalyst (2024)
• Full benefits platform including plan selection, enrollment, and reimbursement management

Why it stands out: Thatch’s debit card for unused allowance is a creative feature that other platforms don’t match. The Venteur acquisition also means a larger and more experienced team. A Capterra reviewer noted that “customer service is outstanding, always attentive and responsive” and that the product “seamlessly integrates the benefits of an individual policy with the ease and efficiency of a group plan.”

Tradeoffs to consider:

• Pricing is opaque. You can’t budget for Thatch without a sales conversation, which is a friction point for comparison shoppers.
• Relatively new. Despite the funding and acquisition, the platform doesn’t have the multi-year track record of Take Command.
• Unclear payroll integration depth based on public materials.

6. Remodel Health

Best for: Large employers (50+ full-time equivalents) running broker-led implementations with complex compliance requirements.

Pricing: Quote-based. No public pricing available. The focus is on enterprise engagements where customization drives cost.

Key features:

• Over $100 million in funding from Oak HC/FT
• Acquired PeopleKeep in 2024, combining two established HRA brands
• White-glove implementation support designed for large and complex organizations

Why it stands out: If you have hundreds of employees across multiple states and want a dedicated implementation team, Remodel Health targets exactly that segment.

Tradeoffs to consider:

• Overkill for small businesses. The enterprise focus means pricing, onboarding, and support are calibrated for larger organizations.
• No pricing transparency makes it impossible to compare without engaging their sales process.
• Broker-dependent model means your total cost likely includes broker commissions that aren’t visible in the vendor fee.

7. Vitable Health

Best for: Employers who want a Direct Primary Care (DPC) membership bundled with ICHRA administration.

Pricing: Broker-first platform. The admin fee is set by the broker, and brokers can add their own PEPM fee on top. No transparent direct-to-employer pricing.

Key features:

• Every ICHRA plan includes a built-in DPC membership, giving employees direct access to primary care
• Broker-first model: brokers retain all carrier commissions and control the client relationship
• Designed for employers who want healthcare access, not just insurance reimbursement

Why it stands out: The DPC bundle is genuinely unique. No other ICHRA vendor on this list includes primary care access as a standard feature. For employers in areas with limited provider networks, this could solve a real access problem.

Tradeoffs to consider:

• You must work through a broker, which adds a layer of cost and complexity.
• Pricing is entirely opaque from the employer’s perspective.
• Not suited for employers who want direct self-service administration.

8. Zizzl Health

Best for: Benefits brokers who want a turnkey ICHRA platform they can sell alongside ancillary insurance products.

Pricing: Broker-sold only. No direct-to-employer pricing is available.

Key features:

• Full line of Guardian group insurance products available alongside ICHRA
• Designed as a broker channel solution, not a direct-to-employer tool

Why it stands out: If your broker recommends Zizzl, the appeal is likely the ability to bundle ICHRA with dental, vision, life, and disability insurance from Guardian on a single platform.

Tradeoffs to consider:

• No self-service option. Employers can’t sign up without a broker.
• Zero pricing transparency.
• Limited public information about the platform’s features and integrations.

Total Cost Comparison: What You’ll Actually Pay

Sticker PEPM is misleading without headcount context. Here’s what the vendors with public pricing actually cost per month at different team sizes:

PeopleKeep estimate uses ~$19/PEPM from third-party sources plus $89/month base. Actual pricing may differ after setup fee and quote. Thatch, Remodel Health, Vitable, and Zizzl are excluded because their pricing isn’t publicly available.

At five employees, the gap between Salusion and SimplyHRA is $75/month, or $900/year. At 50 employees, it’s $750/month, or $9,000/year. Whether that gap is worth it depends on what you get for the premium. SimplyHRA’s $29 PEPM includes payroll-triggered reimbursements, pre-funded debit cards, AI support, and broker assistance in all states. Salusion’s $14 gives you automated ACH reimbursements and nothing else.

For teams under 50, the guide on affordable ICHRA solutions for smaller employers walks through how to model total benefit costs beyond just admin fees. And if you’re trying to quantify the broader financial picture, this piece on measuring the ROI of switching to ICHRA is worth reading.

What Drives ICHRA Pricing Differences

Not all ICHRA platforms are built the same way, and the pricing gaps reflect genuine structural differences.

Reimbursement Model vs. Direct-Pay Model

The cheapest platforms tend to use a pure reimbursement model: the employee pays their premium, submits proof, and gets paid back. This is simple to build and maintain, which keeps costs low.

Direct-pay platforms attach a virtual debit card to the employee’s insurance policy. The card pays the premium directly, so employees never come out of pocket. The catch? The debit card usually only works if the vendor is the broker of record on the policy. If an employee buys insurance from a different source, the card won’t work. This creates vendor lock-in.

SimplyHRA takes a hybrid approach: reimbursement is the default, with optional pre-funded debit cards available for every employee. This avoids the lock-in problem while still giving employees faster access to funds.

Broker Commissions: The Hidden Cost Layer

The Oliver Wyman report on ICHRA market dynamics notes that broker compensation structures vary widely, and ICHRA commissions are often lower than those for group coverage. This creates a misalignment: some brokers are disincentivized from recommending ICHRA because they earn less from it.

Broker-sold platforms (Vitable, Zizzl, and to some extent Remodel Health) build broker fees into their pricing. That fee sits on top of the vendor’s admin fee, and it’s rarely disclosed upfront to the employer. When evaluating any ICHRA vendor, ask explicitly: “What is my all-in monthly cost, including any broker fees?”

Understanding whether you need a third-party ICHRA administrator at all is the first question. But if you’re going with a vendor, knowing the total cost structure matters more than the headline PEPM.

Payroll Integration Depth

“Integrations” is a word every vendor uses but few define. There’s a difference between exporting a CSV and having reimbursements fire automatically when payroll runs. SimplyHRA names specific partners (Gusto, Rippling, ADP, Plane) and builds its workflow around payroll triggers. Most competitors either don’t name payroll partners or treat integration as a secondary feature.

Support Level

Some platforms rely entirely on self-service and chatbots. Others include human advisors or broker teams. SimplyHRA includes both a 24/7 AI chatbot and a licensed broker team. PeopleKeep offers phone and email support. Take Command provides employee shopping assistance. Salusion leans toward automation with minimal human support. The right fit depends on how much hand-holding your employees need during enrollment.

How to Choose the Right ICHRA Vendor for Your Business

Start with four questions:

1. How many employees do you have?
Under 10, the platform fee matters enormously. Take Command’s $40/month base adds 80% to a five-person team’s effective cost. Salusion’s zero-fee model shines at this scale. SimplyHRA’s all-in pricing becomes more competitive as you grow past 10.

2. What payroll system do you use?
If you’re on Gusto, Rippling, ADP, or Plane and want automated reimbursement workflows, that narrows your options significantly. Most vendors don’t offer deep, named payroll integrations.

3. How much support do your employees need?
If you’re offering ICHRA for the first time and employees have never shopped for individual insurance, broker support is not optional. It’s essential. Platforms with built-in broker teams (SimplyHRA, Take Command) reduce the burden on HR.

4. What’s your budget tolerance?
If absolute lowest cost is the priority and you’re comfortable with reimbursement-only, Salusion at $14 PEPM is hard to argue with. If you want payroll integration, debit cards, and broker support included in one price, SimplyHRA’s $29 PEPM is the all-in option.

The 2026 Compliance Context

Pricing decisions don’t happen in a vacuum. Several 2026 developments affect the math:

• The ACA affordability threshold for 2026 is 9.96% of income for self-only coverage. Applicable large employers must ensure their ICHRA offer meets this threshold or face penalties.
• Enhanced premium tax credits from the ARP/IRA have expired, making marketplace plan costs higher for employees who might otherwise forgo the ICHRA.
• Healthcare costs are projected to rise 6.7% in 2026, the highest increase in over a decade, which pushes more employers toward ICHRA’s cost-predictable model.
• Indiana’s House Bill 1004 created the first state tax credit for small employers replacing group coverage with an HRA. Other states may follow. This is worth tracking if you’re comparing ICHRA’s total cost against your current group plan.

ICHRA adoption reflects these pressures. The HRA Council reports that ICHRA adoption grew 34% among large employers and 18% among small employers from 2024 to 2025. Oliver Wyman projects the market could grow at a compound annual rate of 52%.

If you’re weighing group insurance vs. individual insurance, these trends make ICHRA increasingly attractive, but only if you pick the right vendor and understand the true cost.

Picking a Vendor? Get a Walkthrough First

Pricing tables are useful, but they can’t show you how a platform actually works day to day. If you’re narrowing your list, book a free consultation to see how payroll-triggered reimbursements, debit card prefunding, and broker-assisted enrollment work in practice. Bring your payroll system name and headcount, and you’ll get a total cost estimate on the call.

FAQ

What is the average ICHRA admin fee?

ICHRA administration fees range from $5 to $85 per employee per month, but the most common range for small and mid-size business platforms is $14 to $30 PEPM. Add platform fees and broker commissions, and the effective cost can be higher.

Do I need a broker to set up an ICHRA?

No. Several vendors (SimplyHRA, Salusion, Take Command) allow employers to set up and administer an ICHRA directly. Some platforms (Vitable, Zizzl) are broker-sold only. Having broker support for employees choosing marketplace plans is valuable, but it doesn’t have to come from an external broker. SimplyHRA, for example, includes a licensed broker team at no extra cost.

Can I switch ICHRA vendors mid-year?

Technically yes, but it’s complicated. ICHRA plan documents, employee elections, and reimbursement records need to transfer cleanly. Most employers switch at the start of a new plan year to avoid disruption. If you’re considering a switch, check your current vendor’s contract for early termination clauses.

Are setup fees worth it?

It depends on what they buy. If a setup fee funds dedicated onboarding support, custom plan document creation, and employee communication materials, it can save hours of HR time. If it’s just the cost of creating an account, it’s not. Ask exactly what the setup fee covers before signing.

What’s the difference between PEPM and total monthly cost?

PEPM (per employee per month) is the per-head admin charge. Total monthly cost includes PEPM multiplied by your headcount, plus any platform/base fees, plus any broker fees. A $14 PEPM vendor with no other fees costs $140/month for 10 employees. A $20 PEPM vendor with a $40 base fee costs $240/month for the same team. Always calculate total monthly cost, not just PEPM.

How do ICHRA debit cards work?

Some vendors issue virtual debit cards that employees use to pay insurance premiums directly. The card is funded by the employer’s ICHRA allowance. The important detail: with some vendors, the card only works if the vendor is the broker of record on the insurance policy. If the employee buys coverage elsewhere, the card won’t function. SimplyHRA offers optional pre-funded debit cards that work alongside its reimbursement system, avoiding this broker lock-in issue.

Is the cheapest ICHRA vendor always the best choice?

Rarely. The cheapest admin fee might mean no payroll integration, no broker support, and reimbursement-only (so employees pay out of pocket first). For some teams that’s fine. For others, the extra $10 to $15 per employee per month buys features that save significant HR time and improve the employee experience. Calculate your total cost of administration, including the hours your team spends managing the ICHRA manually.

Will ICHRA pricing go up in 2026?

Vendor admin fees have been relatively stable, but healthcare costs overall are projected to rise 6.7% in 2026. That means the allowances employers offer may need to increase, even if the platform fee stays the same. Factor both the admin cost and the allowance into your annual benefits budget.