If you want to understand where ICHRA is heading in 2026, you don’t have to guess. The data is already pointing the way.
To see why adoption is accelerating, it helps to look at how ICHRA works. An Individual Coverage Health Reimbursement Arrangement, or ICHRA, is a group health benefit that allows employers to set a defined contribution and reimburse employees for individual health insurance instead of offering a traditional group plan.
The 2025 ICHRA Report, conducted in partnership with Deft Research, gives brokers a detailed look at how employers and benefits consultants are thinking about ICHRA today.
Together, these insights help explain the rise of ICHRA in 2026 and why adoption is accelerating across markets.
Here are five numbers that matter.
1. 46% of employers not offering ICHRA have never heard of it
Why does this matter for the rise of ICHRA in 2026?
Nearly half of employers who are not currently offering ICHRA say they have never heard of it. At the same time, only 27% of employers who are aware of ICHRA say they first learned about it from their current benefits consultant.
That gap should get every broker’s attention. Employers aren’t actively rejecting ICHRA. Many simply haven’t had a clear, structured conversation about it with someone they trust. The brokers who step into that education role early will shape how ICHRA is positioned in their markets.
2. 88% of employers offering ICHRA plan to continue for at least three more years
Is ICHRA sustainable long term for employers?
Continuation rates tell you whether a benefits model holds up beyond the first year. In this case, nearly nine out of ten employers say they expect to keep offering ICHRA for at least three more years.
Employers rarely make changes to their health strategy lightly. When they choose to stay with a model, it usually reflects comfort with cost predictability, administration, and employee response. That level of commitment suggests ICHRA is functioning as an ongoing strategy rather than a short-term experiment.
3. 65% of employers offering ICHRA are very or extremely satisfied
What happens to employer satisfaction after moving to ICHRA?
When employers make a benefits change, they’re often bracing for disruption. In this case, most are reporting the opposite. A strong majority say they’re not just satisfied, but highly satisfied after implementing ICHRA.
That matters because satisfaction is rarely about one thing. It reflects how the numbers feel at renewal, how the rollout actually went, and whether leadership feels confident defending the decision. The data suggests employers aren’t second guessing the move. And importantly, this figure reflects employers reporting the highest levels of satisfaction, not just general satisfaction overall.
4. 71% say employees have more choice under ICHRA
Does offering ICHRA improve the employee benefits experience?
One of the most common concerns brokers hear is whether employees will feel comfortable moving away from traditional group coverage. It’s a fair question. No one wants open enrollment to feel like a science experiment.
What employers are reporting, though, is that employees are gaining access to more plan options under this structure. That usually translates into something practical, not abstract. It can mean keeping a preferred doctor, finding a network that actually fits, or choosing coverage that aligns with a specific family situation.
In a workforce that spans different states, ages, and health needs, flexibility stops being theoretical. It becomes personal. When employees feel like they’re choosing a plan instead of being assigned one, the tone of the benefits conversation changes.
5. 79% of consultants not currently selling ICHRA are likely to start within two years
Is ICHRA becoming a competitive expectation in the broker market?
The shift is not limited to employers. Brokers across the market are paying attention and preparing to enter the space.
That signals more than casual interest. It suggests ICHRA is moving from “alternative option” into standard discussion territory. As more consultants build familiarity, employers are more likely to hear about it as part of a normal strategy review rather than as a niche idea.
For brokers, that shift matters. When a model becomes part of everyday conversation, expertise becomes visible. And visible expertise tends to influence who leads the room
What this means for brokers in 2026
When you look at these numbers together, they tell a simple story. Awareness is still developing, satisfaction among adopters is strong, retention is high, and broker interest is accelerating.
ICHRA is growing because the conditions are right. Employers want more control over costs. Employees want more flexibility. Brokers want sustainable strategies they can confidently stand behind.
The 2025 ICHRA Report offers a grounded look at where the market stands today and where it is likely headed next. Before the April edition arrives, it’s worth revisiting these findings and thinking about how you’re positioning ICHRA in your own book of business.
The brokers who lead with clarity will help define what 2026 looks like.
If you’re serious about growing your ICHRA strategy in 2026, let us help you build it the right way. Connect with zizzl health and we’ll help you structure, position, and scale it confidently.