Another year, another double-digit increase. You don't have to keep playing this game.
You can stop absorbing renewal hikes, set your own budget, and give your people better coverage than the plan they are on now, all at once. It sounds too good until you see the math. We'll show you the math.
A complete lineup of trusted insurance partners
Kyra is a full-stack ICHRA administrator. You set a tax-free monthly allowance, each employee gets matched to their own plan, and we run everything in between: the enrollment, the money, the compliance, and the carrier problems that turn up eight months later.
How ICHRA works,in four moves
01
You set the allowance
A monthly, tax-free amount per employee. Vary it by permitted class and by age and family size. It is your number, and it does not move unless you move it.
02
We find each person their plan
Not a list to browse. We read the doctors they see, the prescriptions they fill and the care they expect, then bring back the plan that covers it.
03
We fund it and pay the carriers
Accounts are pre-funded and we pay each employee's premium straight to their carrier, on time, every month. Nobody files anything. Nobody waits to be paid back. Nobody's coverage lapses over a late form.
04
We take the questions
All year, and from your employees rather than your HR team. A bill that looks wrong, a card that has not arrived, a claim that was denied. We handle the carrier and send you a monthly report on what came up and how it was closed.
The platform
One member record, and it is ours end to end
We hold the carrier relationships and we build the software that sits on top of them. Most platforms do one of those and buy the other, which is why the handoffs are where things get lost.
Contribution modeling
Model the number before you commit to it
Build allowance scenarios by class, location, age and family size and see what each one costs before anything is final. Re-run it against current premiums rather than last year’s spreadsheet.
You walk into the board conversation with an answer rather than a range.
Allowance model
2026 renewal · draft
Full-time · Union
64 people
$650
Full-time · Non-union
51 people
$600
Part-time
27 people
$400
Current plan, annual
$3,135,336
This model, annual
$0
Member support
Your HR team stops being the benefits help desk
Employees bring their questions to us, not to you. Kyra Guide answers off their own plan and their own claims: why a bill looks wrong, whether a procedure needs prior authorization, where their card is. Anything it cannot settle goes to our own team, who hold the carrier relationships directly and deal with the carrier rather than handing your employee a phone number.
There is no line outside HR in January, and nobody on your team has to learn insurance to survive open enrollment.
Kyra Guide
Always on
I got a $1,240 bill for my MRI. Was that supposed to be covered?
Your plan covers MRI at 80% after deductible, and you have $410 left on yours. $1,240 means the facility billed you as out-of-network — it is in network on your plan.
I've opened it with the carrier and I'll follow it through. You don't need to call anyone.
Escalated to a Kyra specialist · resolved in 2 days
Reporting
What is actually happening with your people, every month
Enrollment reports showing who chose what. A monthly summary of every question our team handled for your employees and how each one was resolved. Cost and utilization by class, exportable for finance.
You can answer a board question about benefits without opening a ticket with anybody.
Employer summary
October 2026
Enrollment by metal tier
Gold 22%
Silver 48%
Bronze 30%
Questions we handled
0
Resolved without HR
0
Average resolution
0.0 days
Export for finance
We said we'd showyou the math.So send us yournumbers.
We will not quote you a savings percentage before we have seen your census, and you should be suspicious of anyone who does.
Send us your current renewal and we will model it properly: plan by plan, county by county, against real 2026 premiums for the places your people actually live. Not a range, not an industry average. Your groups, your classes, your allowance.
If the math doesn't work for you, we'll tell you that too.
"This sounds like a lot more work for me."
It should. Instead of one policy for the whole company there are now hundreds of individual policies, each with its own carrier, its own billing and its own way of going wrong. That is genuinely more complex.
For most platforms it does become your work, because software is all they have. Ours is the opposite arrangement: the technology absorbs the administration and our own people absorb the carrier problems. More complicated underneath, simpler on top.
The test we hold ourselves to is that your HR team should have a quieter open enrollment than they had on the plan you are leaving.
Bring us your renewal.We'll show you the math.
Send us your renewalFrequentlyAskedQuestions
They can end up with different coverage, and the risk is real if nobody guides the choice. That is the failure mode we are built to prevent: we match against the doctors and prescriptions someone already has rather than sorting a list by price.
We chase them repeatedly, by name, and through their manager if we have to, and we keep an application open with a licensed advisor through the last day of the window. Nobody can be enrolled in a plan they have not agreed to. What we can do is make sure nobody slips through for missing an email.
No. Accounts are pre-funded and we pay the premium directly to the carrier each month. There is nothing for an employee to file and nothing to wait for, which is deliberate: it should feel like the coverage they already had.
No. You can split your workforce into permitted classes and offer ICHRA to some and your existing plan to others. Minimum class-size rules apply when you do.
If your allowance makes the lowest-cost silver plan in an employee's rating area affordable, that employee cannot claim a premium tax credit, and an employee enrolled in the ICHRA cannot claim one either way. For 2026 the threshold is 9.96% of household income. We test it per employee, per rating area, every year.
Plan on 60 to 90 days. The 90-day employee notice sets the floor, but what actually determines whether it goes well is how much of that window goes to communication.
Less than you have now, if we are doing our job. Employees bring questions to us, we handle the carriers, and you get a monthly report on what came up. The test we hold ourselves to is a quieter open enrollment than the one you are leaving.