Give your team better health benefits in minutes.

Onboard securely and quickly, integrate your payroll systems, and start offering better benefits with Venteur.

Personalized Onboarding

Tell us your team’s unique needs

Define your desired contribution and share your employee roster. We’ll show you what coverage looks like for your team and you can adjust your budget accordingly.

Venteur dashboard displaying the Contribution tab
End-to-end Integration

Set up your HR and finance systems integration

We’ll integrate with your payroll and finance systems to make things flow seamlessly. Experience the ease of managing your benefits alongside your financial systems, all in one place.

Plan Management Made Easy

Manage your plan in the admin dashboard

Easily manage your benefits plan using Venteur's admin dashboard. Access all your plan details, make adjustments to your roster, and track usage efficiently.

Hassle-Free Reimbursements

Reimbursements are simple and painless

We handle premium payments and reimbursements. Venteur’s Health Wallet makes it simple to submit and track reimbursements for any qualified health expenses.

Everything you need

And getting started is easy

1

Sign up

Begin your journey with Venteur by signing up effortlessly on our intuitive platform, where you'll gain access to a world of streamlined benefits management.

2

Dial in your plan

Take control of your benefits strategy with Venteur's user-friendly interface, allowing you to dial in your plan with precision and flexibility, ensuring it aligns perfectly with your company's unique needs and goals.

3

Launch to 
your employees

Launch your meticulously crafted benefits plan to your employees through Venteur's platform, providing them with immediate access to comprehensive coverage and resources tailored to their well-being.

Are you ready?

Get started today with better health benefits

You got questions, we got answers!

We're here to help you make informed decisions on health insurance for your business. Check out our FAQs or contact us if you have any additional questions.

How does an ICHRA work?

ICHRA stands for Individual Coverage Health Reimbursement Arrangement. This health arrangement allows you to pick your own health insurance plan using your employer’s monthly tax-free allowance. These funds can be used to cover insurance premiums, including dental and vision, as well as qualified medical expenses.

What's the difference between an ICHRA and a Group Plan?

Group health insurance plans are purchased by companies and offered to their employees. Traditional group plans take a one-size-fits-all approach to healthcare, giving employees limited choice when it comes to their coverage options. Employer-sponsored ICHRAs give employees a tax-free allowance to pick any plan on the public exchange that meets their unique needs.

What is the Health Wallet and how can I use it?

Your Health Wallet balance could be thought of as a measure of the medical expense reimbursements you're entitled to under your health insurance plan. It's essential to note that it isn't quite like a bank account with a set amount of accessible cash. Rather, consider it as a marker of what you're eligible to get reimbursed for as part of your ICHRA plan. When you shop for insurance through the app, you will see a dollar amount that is available for out-of-pocket expenses. This amount is what gets contributed to your Health Wallet account for your use in reimbursements. However, depending on how your employer has setup the account, it may be available immediately or it may be available after every monthly invoice.

Do ICHRAs meet the Affordable Care Act's employer mandate?

The Affordable Care Act (ACA) requires that employers with more than 50 full-time equivalent employees provide health insurance to their employees. This is known as the 'employer mandate'. ICHRAs can meet the mandate as long as they are considered 'affordable.' According to IRS, 'an ICHRA is affordable if the remaining amount an employee has to pay for a self-only silver plan on the exchange is less than 8.39% of the employee’s household income.' To simplify, this means that the ICHRA contribution an employee receives cannot be less than the lowest-cost silver plan available to the employee - (8.39% of the employee's household income).

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