“Did you go into business to manage health insurance?”

Most business owners laugh when I ask that question. The answer is always the same: “No, but I know the value it creates for hiring and retention of my best team members.”

And they’re right — healthcare benefits can double employee retention with the right strategy in place. But it often comes with extra work and unnecessary risk. Many employers find themselves buried in the details: tracking renewals, managing claims, fielding late-night questions about co-pays, and negotiating with insurance carriers.

It doesn’t have to be this way. Just like employers once shifted from pensions to 401(k)s, it’s time to bring the same logic to health insurance.

How Does Employer Health Insurance Work?

Today, nearly 175 million Americans rely on their employer for health coverage. Employers are expected to act as financiers, administrators, and sometimes even fiduciaries while also running their businesses.

The result? One-size-fits-few plans that don’t work for everyone. Imagine a 25-year-old triathlete and a 58-year-old grandfather paying the same premium and having the same coverage, despite radically different needs.

Meanwhile, the average cost of a family health plan reached $27,000 this year. Add deductibles and out-of-pocket expenses, and the true number climbs above $35,000. That’s not sustainable for employers or employees.

From One-Size-Fits-Few Plans to Empowerment

A few decades ago, employers managed pensions. They carried the risk, managed the investments, and determined payouts. It was unpredictable and expensive. Then the 401(k) arrived. Employers shifted to a model where they could set the budget, contribute funds, and empower employees to make their own investment choices. That single shift changed everything.

Healthcare is at the same crossroads today. Employers can determine their budget, provide employees with the tools they need to make informed decisions, and allow employees to choose the coverage that fits their lives best.

Enter the Decisely Health Insurance 401(k): ICHRA

Here’s how it works:

• Employers set a tax-free budget for health coverage.
• Employees use that budget to purchase individual or family coverage that best covers their needs.
• Through Decisely’s platform, employees get personalized navigation online, by phone, or chat to choose the right carrier, doctor network, and plan.

Why It Matters for Employers and Employees

For employers, ICHRA means predictability and focus. No more holding your breath at renewal time or spending hours on carrier negotiations. Instead, you control costs, keep compliance in check, and get back to running your business.

For employees, it means real choice. They can select coverage that reflects their age, health needs, and family priorities. That autonomy leads to better coverage, higher satisfaction, and stronger loyalty to the employer who made it possible.

The Future of Employer Healthcare

The transition from pensions to 401(k)s reshaped retirement in America. The shift from group plans to ICHRAs is already underway, and it’s just as transformative.

ICHRA isn’t just about simplifying benefits — it’s about empowering people. Employers can control their budget, employees can choose their coverage, and everyone wins.