Broker Confidence in ICHRA Holds Steady, New Survey Finds

Updated 2026-10-29

Brokers continue to see employer interest in ICHRA, now promoted federally as CHOICE Arrangements, but interest is not the same as unconditional support. TASC’s 2026 broker research shows a market increasingly focused on whether administrators can deliver a workable experience after the sale.

In its September 10 announcement, TASC reported that three-fourths of brokers had at least some clients or prospects interested in ICHRA. Nearly two-thirds of those answering the cost-effectiveness question regarded it as more cost-effective than traditional group coverage. Those findings support continued discussion of the model, rather than a conclusion that it fits every employer.

Insurance Business’s reporting on the same survey adds important context. Fifty-four percent of respondents had never sold an ICHRA, compared with 47% a year earlier. Employee confusion was cited by 85%, and the share expecting adoption to grow fell from 65% to 50%. Full support declined while more advisers adopted a conditional position: ICHRA can work when the circumstances and implementation are right.

The practical concerns go beyond software. Brokers described employee education and enrollment taking longer than expected, administration requiring more work, individual-market network limitations, and situations where projected savings did not appear. Administrator quality therefore becomes part of the recommendation, not a detail to address after an employer signs.

TASC highlighted implementation, enrollment, compliance, payment administration, and employee support as areas brokers increasingly evaluate. The company sells administration services, so its research should also be read with that commercial context in mind.

Agent Takeaway: Ask a prospective administrator to explain who handles employee questions, how coverage is verified, how premiums and reimbursements are tracked, and what happens when an enrollment problem occurs. Compare those responsibilities with the work your agency is prepared to retain.

A strong presentation should include both the benefit’s advantages and its limitations. Local plan access, employee affordability, service capacity, and a realistic implementation timeline are more useful to a client than an unsupported assurance that CHOICE always costs less.