Stand-alone Health reimbursement accounts (CRH) have been a popular tool used by small businesses to reimburse employees for individual health insurance and out-of-pocket medical expenses. The Affordable Care Act, however, limited the use of autonomous HRAs. With autonomous HRAs off the table for most employers, what are the alternatives? 
Small businesses looking to help employees with health insurance and medical costs have four alternatives realistic. Each type of arrangement works differently. Let's take a look
HRA Alternative # 1 -. Repayment plan for health care
Employers who want to repay the tax-free employees for individual health insurance section 105 may adopt a reimbursement system for health care.
health care reimbursement plans (HRPS) are funded employer plans used to repay tax free individual insurance premiums -disease. HRPS are a type of Section 105 plan reimbursement of medical expenses and are specifically designed to comply with the new rules of the Affordable Care Act.
HRPS are 100% employer funded and there is no maximum annual contribution.
HRA Alternative # 2 - Health Insurance Stipend
A second option for employers who want to help with employee health insurance costs is to adopt a taxable health insurance allowance.
With an insurance allowance disease, all employees in the same situation to receive a fixed, taxable allowance to buy individual health insurance, whether they actually purchase the Health Insurance.
Related: health insurance Stipend against a repayment plan - What is the best
HRA Alternative # 3 - Health Savings Account
another alternative to consider is health savings account (HSA). HSA are individual bank accounts belonging to employees that allow the payment or reimbursement of eligible medical expenses tax free. HSA can be used for a wide range of medical expenses, but it is important to note that the HSA can be used against insurance premiums in limited situations .
With an HSA, any person (employer, employee, or a third party) may contribute. The employer usually provides HSA next to a HSA plan qualified high deductible health, but not always. To qualify for an HSA for employees to have a health plan high deductible HSA qualified
HRA Alternative # 4 -. flexible spending account
The last alternative to a standalone HRA is to offer a flexible health spending account (FSA). RTA are established employer plans that allow a non-taxable reimbursement of eligible medical expenses, but can not be used on health insurance premiums. Most often, the ASF is funded by employees and there is a maximum $ 2,500 annual contribution for 2015.
Related: Which pre-tax health accounts are available to small employers
Conclusion
in the past, small businesses have used HRAs Stand-alone reimburse employees for expenses care health, including individual health insurance. With health reform changes recently, however, small businesses adopt alternatives which HRPS HRA, health insurance benefits, HSA and FSA.
Do you have a question about the HRA alternatives? Or, what alternatives you see HRA small businesses adopt? Leave a comment below.
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