Checklist:

  1. Plan documents & SPD — Required under ERISA if applicable.
  2. Required notice — Provide at least 90 days before the plan year (or upon hire).
  3. Coverage verification — Confirm qualifying coverage monthly before reimbursing.
  4. HIPAA compliance — Protect privacy when collecting substantiation.
  5. ACA employer mandate — Test affordability and offer to enough full-time employees.
  6. State/local mandates — Check for Hawaii, San Francisco, or Service Contract Act obligations.
  7. ERISA reporting — File Form 5500 if applicable.
  8.  COBRA Notifications – Still required.

Stay audit-ready and worry-free. Request our turnkey ICHRA compliance kit with notice templates, affordability worksheets, and a tracking calendar.”

Related Resources:

ICHRA 101 Overview:: https://gobenefits.com/ichra-101-a-modern-alternative-to-traditional-group-health-insurance/

ICHRA Affordability & Budgeting:: https://gobenefits.com/can-an-ichra-save-us-money-affordability-safe-harbors-budgeting/

Best-Fit Scenarios for ICHRAs:: https://gobenefits.com/when-an-ichra-makes-the-most-sense-and-when-it-doesnt/ 

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About the author

Clinton Wolf

Clinton Wolf works with businesses to make employee benefits easier to understand, manage, and implement. His focus is on helping employers navigate group health insurance and benefits administration while reducing the complexity that often comes with plan selection, enrollment, and ongoing benefits management.

Through his work with GoBenefits, Clinton helps companies evaluate their benefits options, manage employee enrollments and updates, and streamline ongoing administration. His approach focuses on helping employers make informed benefits decisions while reducing manual work, improving accuracy, and creating a more efficient experience for both businesses and their employees.

Clinton Wolf