• John DiMartino

6 Key Questions to Determine if an HRA is a Good Fit for Your Organization


In our previous posts, you may have seen that an HRA can save employees and employers 18% or more on their health insurance costs. Why then doesn't everyone implement an HRA? Well, there are few considerations to make before jumping in with both feet:

  • Is your primary goal to save money on health care costs or to move toward an employee-driven health care decision?

  • How is the relationship between the administration and the union? Working together to implement an HRA is crucial in ensuring a smooth transition.

  • Does your broker have the resources available to educate you and your employees? An HRA is very different from previous plan designs and takes a little getting used to.

  • Have you discussed the legal impact an HRA might have on your collective bargaining agreement? Are you attempting to make a change during a negotiations year or an off year?

  • What is the timeline for this transition? Do you have enough time to educate employees, implement a new program, and enroll all employees in a new program before the effective date of the change?

  • Will this be a mandatory plan change? Or will employees have the opportunity to "opt in" or "opt out?"

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