Top ICHRA vendors for 2027

By Elizabeth Walker on Sep 30, 2026, 2:15:00 PM

The individual coverage health reimbursement arrangement (ICHRA), now known as the CHOICE Arrangement, is becoming a more popular, flexible, and cost-effective alternative to traditional group health coverage. According to the HRA Council, ICHRA adoption grew 108% among large employers between 2025 and 2026.¹ Now more than ever, choosing the right vendor is crucial.

HR professionals, benefits consultants, and employers need ICHRA partners who can do more than offer user-friendly software. They need vendors with robust technology, hands-on support, and a reliable team to ensure a seamless ICHRA experience from start to finish. That’s why we’ve compiled the top ICHRA vendors for 2027, comparing key features and overall value to help you choose the right benefit management strategy for your company.

In this blog post, you’ll learn:

How a CHOICE Arrangement (formerly ICHRA) works for both employers and employees.
What sets the top ICHRA vendors apart, with side-by-side insights into each company’s history, features, and strengths.
How to choose the right partner so your business stays compliant, controls employer costs, and keeps your employees satisfied.

How does the ICHRA work?

An ICHRA is an employer-sponsored health benefit and a flexible alternative to group health insurance. Instead of buying a single group health plan for an entire workforce, the ICHRA lets businesses of all sizes and industries set a monthly, tax-free contribution that employees use to buy their own qualified individual health insurance.

As of September 3, 2026, the Centers for Medicare & Medicaid Services and the Small Business Administration announced that ICHRA would be renamed the CHOICE Arrangement². However, the benefit and existing rules remain unchanged, and ICHRA will likely remain a term many use because it's familiar.

Here’s a quick four-step guide to how CHOICE Arrangements work:

Employers decide how much tax-free money to provide their eligible employees each month. There’s no annual cap, and they can adjust contribution amounts when it's time to renew their benefit. Employers can also vary employee eligibility rules and allowance amounts by job-based employee classes, age, or family size.

Applicable large employers (ALEs) with 50 or more full-time equivalent employees (FTEs) can use the ICHRA to meet the Affordable Care Act’s employer mandate. However, they must provide an affordable contribution and offer the benefit to at least 95% of their full-time employees and their dependents.

Employees shop for and enroll in a qualified individual health insurance plan that provides minimum essential coverage (MEC) to use the ICHRA benefit.

Depending on the plan design, an ICHRA can also support employees’ spouses and qualified dependents as long as they have eligible health coverage.

Employees pay for their health insurance premiums with their monthly contribution.
The ICHRA also has tax benefits. Contributions are free of payroll taxes for employers and income-tax-free for employees.

The top five ICHRA vendors for 2027

As CHOICE Arrangements (formerly ICHRAs) continue to rise in popularity, employers and insurance brokers must choose the right vendor carefully. The right partner ensures compliance, simplifies ICHRA administration, and gives employees the tools and support they need to navigate the individual health insurance market with ease.

To help you get started on your research, below is a list of the five leading ICHRA vendors for 2027.

1. Remodel Health

Founded in 2015 in Indianapolis, Remodel Health is a proven, trusted individualized health benefits partner. It supports brokers and businesses of all sizes and industries as they transition from group health plans to personalized CHOICE Arrangements. Since its inception, Remodel Health’s mission has been to help employers offer their staff more meaningful health benefits with greater affordability and stability than traditional methods.

In 2024, the company acquired PeopleKeep, the successor to early HRA pioneer Zane Benefits, allowing it to offer small and mid-sized employers an easy-to-use, automated HRA software platform alongside its growing enterprise audience. PeopleKeep was the first company to bring an ICHRA platform to market in 2019. Later that year, the company received more than $100 million in funding from Oak HC/FT. This enabled it to enhance its technology, expand its reach, and grow its team to support more ICHRA adopters nationwide.

With its blend of end-to-end customer service, advanced software, and an experienced team of more than 200 staff members, Remodel Health has become a market leader with ClearChoice, its premier benefits transformation model.

Remodel Health serves more than 5,000 organizations and 140,000 members with individualized benefits. It has an industry-leading 95% annual customer retention rate.

Highlights of Remodel Health:

A full-service team and all-in-one innovative benefits platform with employer dashboards and plan setup tools
Payroll system and HRIS integrations with more than 200 platforms, including direct integrations with ADP, Paylocity, Workday, UKG, and Dayforce.
With Remodel Health’s PeopleKeep product, small to midsize business owners new to health benefits can access a simple tech-focused ICHRA solution and receive automated HRA administrative support.
For companies transitioning from traditional group coverage to a CHOICE Arrangement, Remodel Health’s ClearChoice approach is ideal for ALEs that require additional support. Our experience partnering with larger businesses nationwide, many of which employ more than 50 workers, guarantees expert guidance, compliance assurance, and overall satisfaction.

We’ve seen 455% growth in ALE clients on our Remodel Health with ClearChoice solution between 2024 and 2026, with 41% of client organizations being ALEs in February 2026.

Remodel Health hosts the nation’s premier CHOICE Arrangement (formerly ICHRA) conference annually in Indianapolis, IN. The AIM conference showcases their dedication to innovation, education, and development as they explore emerging trends and updates in the CHOICE Arrangement and health benefits space.
Dedicated Launch Coordinators provide employers and employees with personalized guidance during the benefit implementation process. The team also offers onboarding resources, including virtual and in-person education sessions, guides, and other educational assets.
Licensed Benefits Advisors can help employees with complex needs compare individual health plans and enroll in a new policy. Employees eligible for Medicare can also get help from in-house enrollment specialists.
Many administrators hand premium payment risk to employees through debit cards and reimbursements. Remodel Health pays insurance carriers directly on behalf of employees. Remodel Health’s AutoPay system has an accuracy rate of more than 99% in processing employees’ insurance premium payments with overdraft protection through FDIC-insured accounts. When exceptions occur, our operations team catches them.
Remodel Health creates required employee notices and legal plan documents. They also provide guidance on IRS reporting requirements (such as Form 1094 and 1095 tax reporting) and ensure that records are kept safe and secure. COBRA administration and Form 1095 filing are available through our compliance package.
Year-round customer success and account management teams provide proactive compliance check-ins, troubleshooting, and benefit renewal support.
Remodel Health is HIPAA, HITRUST, and SOC 2 Type 2 certified.

2. Zizzl Health

Based in Milwaukee, Zizzl entered the health benefit space in 2016, focusing on small and mid-sized businesses seeking greater cost control and employee choice³. After initial seed funding in 2020, Zizzl launched its ICHRA product, making it easier for employers with fewer than 100 employees to offer budget-based health benefits.

Continuing to grow its reach and support more employers, Zizzl raised $3.16 million in funding in 2023 and became the first vendor to adopt LIMRA Data Exchange Standards (LDEx)⁴.

Highlights of Zizzl Health:

A simple ICHRA platform with easy-to-use operations.
Employer dashboards with compliance monitoring and employee plan selection tools tied to budget caps.
Budget-friendly approach designed for small and cost-sensitive employers.
Personalized account management and consultative support for small to mid-sized businesses.
Education resources to help employees and employers understand qualifying health insurance plans and ICHRA rules.
Integration with reimbursement processes and proof-of-coverage requirements.

3. SureCo

SureCo was founded in 2016 in Santa Ana, California⁵. But when ICHRA regulations took effect in 2020, they branched into the ICHRA benefits space by acquiring technology and experienced staff from Hixme, an early player in individual health insurance market solutions. Soon after, the company quickly positioned itself as a tech-driven CHOICE Arrangement administrator for mid-sized and large employers.

In 2025, SureCo raised $23 million in Series A funding to expand its platform and better support large organizations with 200 or more employees.

Highlights of SureCo:

An employee enrollment platform and marketplace with health insurance plan comparison across major carriers.
Direct carrier payment options, contribution modeling, and advanced reporting tools.
Implementation support, including HR communication and employee education.
Customer service with comprehensive compliance guidance, focused on strong broker and consultant partnerships.
Technology-based platform with HRIS/payroll and ancillary integrations, as well as employee class structuring.
A well-funded and scalable benefits platform designed for employers with more than 200 employees.

4. Take Command

Dallas-based Take Command was one of the first vendors to launch ICHRA administration after the federal government approved the new ICHRA regulations in 2019, around the same time as PeopleKeep⁶. Now, they support more than 5,000 employers across all 50 states. Known for its compliance expertise and nationwide reach, Take Command serves small businesses and larger organizations looking to offer modern, personalized health benefits.

In 2023, the company raised $25 million to expand its services. In 2024, Take Command partnered with Ambetter Health to create a subsidy incentive program⁷.

Highlights of Take Command:

CHOICE Arrangement administration offering support with design, contribution modeling, compliance safeguards, reimbursement tracking and payments, and renewals.
Employee shopping and comparison tools with strong compliance oversight of ACA, IRS, and state regulations.
Supports benefits plan design using employee classes, waiting periods, and variable employer contribution structures.
In-house enrollment specialists and dedicated HR and broker support.
Large, nationwide client base.

5. Thatch

Founded in 2021 in San Francisco, Thatch is a fast-growing startup that simplifies health benefits with a user-first platform⁸. Supported by $38 million in Series A funding from Index Ventures and General Catalyst in 2024 and a $108M Series C funding round at a $1B valuation in 2026, Thatch aims to detach health benefits from employment for all workers⁹. Its ICHRA benefits software platform design emphasizes speed, simplicity, and usability for HR teams and employees.

In April 2026, Thatch acquired customers from ICHRA administration platform Venteur and announced that Venteur's employers, employees, and brokers would transition to the Thatch platform, expanding Thatch's customer base and strengthening its position in the ICHRA market¹⁰.

Highlights of Thatch:

Intuitive dashboards for real-time budgeting, plan selection, and reimbursement automation.
Compliance support tools and streamlined onboarding designed for HR and employees.
Debit card functionality for medical expenses beyond premiums, if the employer’s plan documents allow it.
Fast implementation with scenario comparisons and personalization for staff members.
Broker-friendly approach with strong employer and employee onboarding support.
Strong product development, rapid expansion, and potential for long-term company stability as a modern ICHRA benefit solution.

Conclusion

The right ICHRA vendor makes all the difference if you’re looking for a smooth rollout, no compliance risks, and high benefit utilization. The top providers for 2027 all stand out for their technology, service, and reliability. But the best one for you will align with your company’s unique needs and goals.

If you’re looking for a dedicated support team, intuitive technology, and a full-service CHOICE Arrangement solution, Remodel Health is the best option for you. As your trusted partner, you can rely on us to help you modernize your health benefits in 2027 and beyond. Ready to get started? Chat with us today!

This blog post was originally published on October 8, 2025. It was last updated on September 30, 2026.

References

Frequently asked questions

An ICHRA provider helps employers design, implement, and administer their individual coverage health reimbursement arrangement. Depending on the provider, services may include compliance support, employee enrollment assistance, plan selection tools, contribution management, reimbursement administration, payroll system or HRIS integrations, and ongoing customer support.

During ICHRA vendor selection, consider the level of administrative and compliance support, employee plan-selection and enrollment tools, technology integrations, broker support, customer service, and the provider's experience with businesses similar to yours. Employers should also consider whether they need a software-focused solution or a full-service ICHRA partner.

ICHRA administration costs vary by provider and typically depend on factors such as the number of employees, services included, and level of support. Some providers primarily offer technology and automated administration, while others provide additional implementation, benefits advisory, compliance, and employee support services.

Yes. Employers can transition from one ICHRA provider to another. However, the change requires careful coordination to keep employee, contribution, plan, and reimbursement information accurate. Employers should work with their current and new providers to establish a transition timeline and communicate any changes to employees and brokers.