Benafica

08/21/2026

New number to pay attention to if you're an ALE: 10.22%

That's the new IRS affordability rate for 2027 employer-sponsored healthcare plans. Employees can be asked to share part of the cost of healthcare premiums as long as it doesn't exceed a certain percentage of their income. The IRS updates this percentage every year.

Another thing to note: It doesn't apply to non calendar-year plans. So if your plan runs from April to March, the new rate wouldn't apply to you until April 2027.

New for 2027: the ACA affordability threshold rises to 10.22%. See the updated W-2, rate of pay, and FPL safe harbor limits for your plan year.

08/20/2026

We've been working with auto dealerships in the Midwest, and we're seeing why ICHRA can be such a good fit for the dealership model.

🚗 One benefit for every kind of employee — full-time, part-time, hourly, salaried, and more.
🏢 One strategy that can work across multiple rooftops and states.
💰 Less budget disruption from turnover as employees come and go.

Dealerships have a unique workforce. Their benefits strategy should have the flexibility to match.

08/06/2026

❓Can you offer both a group health plan and an ICHRA? Absolutely.

One of ICHRA's biggest advantages is flexibility. Employers can continue offering a traditional group health plan to one eligible employee class while offering an ICHRA to another. It's a smarter way to tailor benefits to the unique needs of your workforce.

07/31/2026

Learn how to design compliant ICHRA employee classes: allowance rules, minimum class sizes, ACA affordability, and three real-world employer examples.

Learn how to design compliant ICHRA employee classes — allowance rules, minimum class sizes, ACA affordability, and three real-world employer examples.

07/31/2026

ICHRA Employee classes let you design a health benefits strategy that reflects how your workforce is actually structured. Offer different contribution amounts based on eligible employee classes, extend coverage to groups that traditional group health often overlooks, and avoid overfunding one group while underfunding another.

More flexibility. Better budget control. Benefits that make sense for every part of your workforce.

07/21/2026

Payment friction is one of the biggest headaches with ICHRA. A missed payment can mean canceled coverage, delayed care, and a stressful experience for employees. That's why payment transparency matters.

With BEN360, employers and brokers can see premium payments to carriers in real time, giving you visibility into what's been sent, what's cleared, and where action may be needed. Behind the scenes, the Benafica team is also proactively monitoring payments and resolving issues before they become bigger problems.

Check out BEN360 at benafica.com/platform

07/16/2026

As healthcare costs continue to rise, employers are looking for new levers to pull to help manage those expenses. One solution that's having a moment in the sun? Direct Primary Care (DPC). ☀️

By giving employees easier access to a primary care provider through a simple monthly membership, DPC can improve access to care, reduce unnecessary urgent care and emergency room visits, and encourage more preventive care.

Read the full blog: https://benafica.com/direct-primary-care-and-your-benefits-stack-what-employers-need-to-know/

As employers look for ways to reduce healthcare costs, direct primary care offers another lever to pull to help employees stay on top of their health care.

07/13/2026

Small budget? QSEHRA might actually have the edge here.

If you're a small business owner who can only afford to contribute a few hundred dollars a month toward employee health coverage, a QSEHRA doesn't shut your employees out of the marketplace subsidies they'd otherwise qualify for. They can still claim PTCs, reduced dollar-for-dollar by the employer's contribution.

Two great tools, two different playbooks.

07/04/2026

Wishing everyone a safe and happy 4th of July!

07/01/2026

July reminder: the PCORI fee deadline is coming up.

If you offer an ICHRA or QSEHRA, your plan is treated as a self‑insured health plan—which means you’re responsible for filing Form 720 and paying the annual PCORI fee for each enrolled employee. Use this month to double‑check your headcounts, confirm your plan year end date, and make sure your filing is ready before July 31 so everything stays compliant. 😎