With an HRA, employers fund individual reimbursement accounts for their employees and define what those funds can be used for – i.e., specified out-of-pocket expenses such as deductibles and co-pays.

Qualified claims must be described in the HRA plan document at inception before reimbursing employees for those medical expenses. Arrangements (medical services, dental services, co-pays, coinsurance, deductibles, participation, etc.) may vary from plan to plan and an employer may have multiple plans in place, allowing much flexibility.

The employer is not required to prefund a bank account for reimbursements, instead, the employer reimburses claims as they occur.

Reimburses expenses after the primary insurance carrier has processed all charges. The primary carrier’s processing of a claim will dictate the eligible charges to be considered under the HRA reimburse as defined by the employer.

Reimburses in compliance with IRS-mandates to permit covered employees to also benefit from the tax savings utilizing the Health Savings Account (HSA).

Reimburses specified vision-related expenses. The employer specifies the services that are reimbursable as well as the frequency. The Vision HRA can be a standalone reimbursement program of vision expenses or can be integrated, reimbursing only after a fully-insured vision insurance program pays primary.

Reimburses specified dental-related expenses. The employer specifies what services are reimbursable as well as the frequency. The Dental HRA can be a standalone reimbursement program that mirrors the coverage of an existing fully-insurance plan without the associated premium cost or an integrated benefit reimbursing after a fully-insured dental insurance program pays primary.

Reimburses specified qualified medical, dental, vision, IRS 213d or premium expenses for a defined classificaton of retired employees.

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