CHOICE With Care: A New Funding Model Shouldn’t Mean Less Support

When employers consider a Custom Health Option and Individual Care Expense (CHOICE) Arrangement, the conversation often starts with contributions, plan choice, and budgets. While those questions are important, employees may be asking something more personal: “If I’m choosing my own health plan, is my employer still helping me get care?”  

At Unison Risk Advisors, this is something we believe a thoughtful benefits strategy should answer. Changing how coverage is funded should not mean eliminating support. Optional employer-funded benefit solutions alongside individual coverage can make that commitment tangible: we are helping you pay for insurance, and we care about your ability to use care. 

CHOICE needs a support system

The CHOICE model, formerly known as ICHRA, allows an employer to reimburse employees for qualified expenses, including premiums for individual health insurance coverage they choose. Employers can set their own fixed monthly contribution limits and adjust the amount based on employee class, providing them with greater control over their healthcare costs.  

This alternative benefits model was introduced in 2020 and rebranded by the federal government as CHOICE Arrangements in September 2026. The name change does not affect the structure of the program.   

The funding structure of CHOICE Arrangements creates a different way to offer benefits, but it does not make every plan the right fit for every person. Networks, prescriptions, premiums, and potential out-of-pocket costs deserve careful attention.  

Addressing the deductible barrier

Not every plan selected through a CHOICE Arrangement has a high deductible. At the same time, a plan with a high deductible is not necessarily an HSA-qualified high-deductible health plan. Still, when employees face meaningful upfront costs, the practical question can be simple: “I have coverage, but what will it cost me to talk to someone about this health concern?” 

An employer-funded virtual primary care wrap is one option to consider. Under certain programs, virtual primary care visits, 24/7 urgent care, behavioral health care, and prescription benefits can be available at no cost to members. These programs function alongside a member’s individual plan, which means the care provided does not count toward the plan’s deductible. This can help address the price barrier for those covered visits without asking an employee to meet the individual plan’s deductible first.   

Along with virtual care, employers can layer in other offerings. Wellness programs, for example, can help employers demonstrate their commitment to wellness, driving higher levels of employee satisfaction and engagement. Dental, vision, life, and other benefits can also be introduced to help create a well-rounded benefits package. By incorporating one or more of these offerings, employers can demonstrate their commitment to care even as the way they fund benefits changes.  

At the end of the day, employers need a plan fit and a contribution strategy that aligns with their goals and employees’ needs. From there, the organization can evaluate which solutions make sense for them.   

Communication is key

With any additional benefit, communication is key. Enrollment is not the same as knowing where to go for care. Clear access instructions, reminders, and opportunities to ask questions can help employees utilize their benefits effectively. The message should be reassuring and specific, detailing what the program covers, how employees can access it, and how their individual health plan comes into play. Ongoing engagement should revisit what people understand, where confusion remains, and whether the benefit still fits.  

Employers must also be mindful of any compliance requirements that may apply so their plans continue to meet federal regulations.  

Advisor value extends beyond enrollment

With CHOICE Arrangements, the opportunity is not to promise that a new funding model solves every healthcare challenge. Rather, it is to pair choice with practical support.  

There is no one-size-fits-all approach to benefits. Different organizations need different strategies to make their benefits programs thrive. Integrating optional employer-funded benefit solutions can help show that changing how coverage is funded does not mean a decrease in the value of benefits.  

Our advisors understand the challenges employers may face when implementing a new type of benefits program. That’s why we’re here to support you through every step.  

Our ezICHRA CHOICE team assists organizations of all sizes with building compliant plans that fit their culture and needs. The Premium Payment Manager platform simplifies administration, allowing employees to pay their monthly premiums and request reimbursement.  

Members also have access to an ezICHRA CHOICE plan advisor who will help them select and enroll in a plan suited to their needs. Members can reach out to the ezICHRA CHOICE team at any point during the year with claims questions, network assistance, or anything related to their policy.  

At the end of the day, employers need a benefits strategy that fits their needs. Our team is committed to help you address your specific goals for your health plan while continuing to support employee needs.  

Explore whether CHOICE is right for your organization

Considering a different approach to employee health benefits? Fill out the form below to connect with the ezICHRA CHOICE team and discuss how a CHOICE Arrangement could fit your workforce, budget and benefits strategy.