Track your HRA balance, estimate reimbursements, and calculate the total value of your employer-funded Health Reimbursement Arrangement.
A Health Reimbursement Arrangement (HRA) is an employer-funded account that reimburses employees for qualified medical expenses and sometimes insurance premiums. Unlike HSAs, only your employer contributes to an HRA — you cannot make personal contributions.
HRAs come in several types: traditional group HRAs paired with employer plans, ICHRAs (Individual Coverage HRAs) that reimburse individual plan premiums, and QSEHRAs for small employers. Each has different rules for contribution limits, eligible expenses, and rollover.
This calculator helps you track your HRA balance, estimate how much of your medical spending will be reimbursed, and calculate the total annual value of your HRA benefit. These are educational estimates only and not actual plan guarantees. Whether you are a beginner or experienced professional, this free online tool provides instant, reliable results without manual computation. By automating the calculation, you save time and reduce the risk of costly errors in your planning and decision-making process. This tool handles all the complex arithmetic so you can focus on interpreting results and making informed decisions based on accurate data.
HRAs represent real compensation value that many employees overlook. By tracking your balance and planning eligible expenses, you can maximize this employer-provided benefit and reduce your net healthcare costs significantly. Having a precise figure at your fingertips empowers better planning and more confident decisions. Manual calculations are error-prone and time-consuming; this tool delivers verified results in seconds so you can focus on strategy.
Available Balance = Employer Contribution + Rollover − Reimbursements Paid Remaining Benefit = Available Balance Utilization Rate = Reimbursements / (Contribution + Rollover) × 100 Benefit Value = Total Reimbursements × (1 + Tax Rate) — since reimbursements are tax-free
Result: Available: $1,700 | Can cover $1,700 of remaining $2,000
Total HRA funds: $3,000 + $500 rollover = $3,500. Already reimbursed: $1,800. Available: $1,700. Of the $2,000 expected remaining expenses, the HRA covers $1,700, leaving $300 out of pocket.
The HRA landscape has expanded significantly since ICHRAs were introduced in 2020. Traditional HRAs are integrated with employer group plans and cover cost-sharing. ICHRAs replace group plans entirely, reimbursing employees for individual market premiums. QSEHRAs serve small employers without group plans.
The key to maximizing HRA value is understanding what's eligible and submitting claims promptly. Many employees leave money on the table by not submitting eligible expenses like vision care, dental work, over-the-counter medications (since the CARES Act), and mental health copays.
HRAs can sometimes be paired with HSAs or FSAs, but rules are complex. A "limited-purpose" HRA covering only dental and vision can coexist with an HSA. An ICHRA cannot be combined with marketplace premium tax credits. Consult your benefits administrator for your specific combination.
An HRA is employer-funded only; an HSA allows personal contributions. HSAs are portable (you keep them when you leave); most HRAs are not. HSAs require HDHP enrollment; traditional HRAs do not. HSAs have investment options; HRAs typically do not.
An Individual Coverage HRA (ICHRA) allows employers of any size to reimburse employees for individual health insurance premiums and medical expenses. There's no contribution cap, and employers can vary amounts by employee class. ICHRAs have been available since January 2020.
No. HRA reimbursements for qualified medical expenses are tax-free to the employee. This means a $3,000 HRA benefit is worth more than $3,000 in salary because you'd otherwise need $4,000+ in gross pay to have $3,000 after taxes.
For traditional group HRAs, typically no — the balance is forfeited when you leave. Some employers allow a brief runout period to submit claims for expenses incurred during employment. ICHRA and QSEHRA may have different portability rules.
Eligible expenses depend on your plan design. Most HRAs cover medical, dental, and vision expenses defined under IRS Section 213(d). Some HRAs are limited to specific expenses (like deductible costs only). Check your plan's Summary Plan Description for details.
A Qualified Small Employer HRA (QSEHRA) is for employers with fewer than 50 employees who don't offer group health insurance. For 2026, maximum reimbursements are approximately $6,150 (individual) and $12,450 (family). Employees must have minimum essential coverage.