By Elizabeth Walker on Jun 18, 2026 1:31:50 PM
At AIM 2026: Aligning ICHRA Minds, Remodel Health’s annual industry conference, brokers, employers, and industry innovators from across the country gathered to discuss the future of benefits and the individual coverage health reimbursement arrangement (ICHRA). Every breakout session featured valuable insight and thought-provoking data. However, several similar themes emerged in each that showed where the ICHRA fits into the current health benefit space and where it’s headed in the future.
From the continued growth of off-exchange enrollment to the rise in employer adoption due to state-provided incentives, the conversations at AIM 2026 proved that the ICHRA is on everyone’s mind — and brokers are no exception.
Below are seven takeaways from AIM 2026 sessions that brokers should consider as they guide clients through the growing ICHRA market.
1. ICHRA has become a mainstream benefits strategy
One of the strongest messages from the overall sessions is that the ICHRA is no longer an emerging health benefit. According to data shared during the "ICHRA Market Insights: What the Data is Telling Us” session, led by HealthSherpa’s Michael Levin, the ICHRA market has grown to roughly one million covered members nationwide.
While that number still represents a fraction of the current group health insurance market, the ICHRA continues to grow as employers look for alternatives to rising healthcare costs.
According to the “ICHRA Market Insights” session, the following ten states have recently seen some of the highest adoption of the ICHRA:
- Texas
- Indiana
- Florida
- Ohio
- Georgia
- Arizona
- South Carolina
- Wisconsin
- Kansas
- Missouri
Some of these states’ marketplaces still offer competitively priced small group plans, or even less expensive group coverage than individual policies, making the rise of ICHRA even more impressive.
Simply put, employers aren't choosing ICHRA only because of premium costs. They're looking for cost predictability, administrative simplicity, workforce flexibility, and relief from annual renewal volatility.
2. The future of ICHRA will increasingly be off-exchange
Another major trend discussed at AIM 2026 was the continued growth of off-exchange individual coverage. Data presented by Michael Levin, Senior Vice President of ICHRA at HealthSherpa, during the “ICHRA Market Insights” session showed that roughly 82% of plan selections were off-exchange, and more carriers are investing in off-exchange products. In the same session, attendees learned that carrier participation in off-exchange plans increased 36% between 2025 and 2026, and many carriers are designing ICHRA-specific insurance policies. This includes Anthem, Ambetter, and Oscar.
In terms of cost, speakers noted that off-exchange plans are often priced more competitively than comparable on-exchange options across multiple metal tiers.
While more plan options, broader networks, and potentially lower premiums for employees are a good thing, it means brokers will have more responsibilities. As more carriers introduce ICHRA-focused plans, brokers must understand the ins and outs of both the on- and off-exchange markets so they can help their clients’ employees choose the right coverage.
3. Employees still need guidance, even after onboarding
One insight that was surprising to many broker attendees was that employees often need human help shopping for health insurance long after their ICHRA’s implementation and onboarding. According to Michael Levin during the “ICHRA Market Insights” session, employees require more support in year two than they did during their initial enrollment.
While this may be shocking to some, consider how complicated the health insurance industry is in the U.S. Many employees struggle with understanding metallic tiers of coverage, provider networks, annual deductibles, and covered services. Data presented by Michael Levin showed that many members shifted down a metal tier this year due to premium increases, demonstrating that employees are reevaluating their coverage annually.
Successful ICHRAs and the brokers recommending them aren't just about helping employers make the transition away from traditional group coverage. You must also have an ongoing support system in place that helps employees understand their plan options so they can make informed decisions year after year.
4. State tax credits are making the ICHRA more attractive to small businesses
During the Behind the Headlines: The Policy Forces Shaping the Future of ICHRA session, panelists noted that three states (Indiana, Mississippi, and Connecticut) now offer financial incentives for employers adopting ICHRA, and seven other states have proposed legislation to do the same. In these states, small employers with fewer than 50 employees may potentially receive $200 to $1,000 per employee for implementing an ICHRA.
While awareness of these incentives is currently fairly low, they represent another huge selling point for brokers helping employers evaluate their health benefits strategy. As state-offered tax credits become more common, it’ll be crucial for brokers to stay informed on changing legislation so they can strengthen the financial case for ICHRA adoption for their clients.
5. Policy changes could make the ICHRA even easier to implement
While the ICHRA has grown since its introduction, industry leaders believe there is still room for improvement. The session "Demystifying ICHRA Compliance: Staying Affordable, Compliant, and Confident" highlighted several areas where future regulatory changes could simplify administration and improve the benefit experience for employers and brokers.
Among the ideas discussed were:
- Eliminating COBRA and Summary of Benefits and Coverage (SBC) requirements for ICHRAs
- Shortening the current 90-day notice requirement to a 30- or 60-day notice
- Modernizing affordability calculations, especially for silver-loaded health plans
- Providing more flexibility around ICHRA contributions for dependents
- Expanding employee class rules to better reflect remote and distributed workforces
None of these changes are a guarantee, but they reflect active conversations taking place across the industry and among policymakers. During this ever-evolving ICHRA market, it’s never been more important to stay up to date on legislative and compliance developments.
6. More employers are viewing ICHRA as a long-term strategy
One of the most exciting discussions came from "Beyond the Pitch: Positioning ICHRA for C-Suite Buy-In," where enterprise Remodel Health customer Angels of Care Pediatric Home Health, alongside employee benefits consultant Lindsay Fisher of Higginbotham shared their real-world experiences implementing ICHRA.
A common misconception is that employers adopt the ICHRA as a temporary solution before eventually returning to traditional group coverage. However, panelists in the session disagreed. Bahar Khidir, Director of Total Rewards and Workers’ Compensation at Angels of Care, shared how their organization initially considered returning to group coverage during their ICHRA’s first renewal period. Ultimately, they decided against it.
The reason they stayed was that the ICHRA helped their company avoid unpredictable claims, eliminated annual renewal pressure, and reduced the rising healthcare costs that had become difficult to manage under a traditional group plan.
However, cost shouldn’t be the only thing on brokers’ minds. When presenting ICHRA to decision-makers, conversations should also focus on long-term financial sustainability, workforce strategy, risk management, and operational flexibility. These broader business considerations are often just as impactful as budget with C-suite leaders.
7. As the ICHRA grows in popularity, it will require deeper collaboration
Perhaps the biggest takeaway from AIM 2026 is that ICHRA's future growth will depend on continued collaboration across the healthcare industry. It’s not just up to employers embracing the ICHRA — everyone has a role. Carriers are expanding plan offerings, technology partners are simplifying enrollment and administration, and policymakers are improving regulations. And brokers have a part to play, too, as educators and trusted advisors.
As HealthSherpa highlighted during the “ICHRA Market Insights” session, the industry has successfully enrolled the ICHRA's first million members. The next challenge is determining what it will take to reach five million, 10 million, or even 50 million members in the years ahead. Carriers, brokers, administrators, employers, and policymakers must work together to reduce cost, remove complexity, and improve satisfaction long-term.
Conclusion
The broker-focused sessions at AIM 2026 made it clear that the ICHRA is more than just an alternative to group health insurance. The market is growing, infrastructure is improving, carriers are investing, and employers are increasingly viewing personalized health benefits as a viable long-term strategy.
This gives brokers a more important role than ever. Brokers that stay informed about market trends, regulatory developments, employee behavior, and evolving carrier strategies will be best positioned to help clients choose the right health benefit and manage their ICHRA more effectively. And if you’re interested in learning more about the ICHRA, contact Remodel Health, the nation’s largest ICHRA benefits partner, to find out more about how we support you and your clients’ needs.
We're already looking forward to AIM 2027! Follow Remodel Health on LinkedIn and check our website for registration announcements and event updates. Until then, revisit the energy and excitement of AIM 2026 by watching our recap video.
