ICHRA in Dayton, Ohio 2026: Montgomery County 58.3%

Does ICHRA beat small group in Dayton, Ohio?

Yes, on the numbers behind the 2026 plan year. An ICHRA (Individual Coverage Health Reimbursement Arrangement) is an IRS-defined arrangement that lets an employer set a fixed monthly reimbursement amount and let each employee buy their own individual-market plan with it, tax-free. In Montgomery County, the Ohio county that contains Dayton, the 2026 individual-market benchmark premium runs an estimated 58.3% below the small-group benchmark premium, according to a county-by-county comparison built from Ideon rate data and cross-verified against CMS public-use marketplace files.

Dayton isn't Ohio's widest percentage spread — it ranks 40 out of 88 qualifying counties on that measure, behind Cincinnati's Hamilton County at 62.3% and Columbus's Franklin County at 59.6%. What makes Montgomery worth its own guide is scale: at 536K residents, it's the fifth most populous qualifying county in the state, meaning more employers and more employees stand to see this math apply to them than in almost any other Ohio county outside the biggest four metros.

Of the 1,309 counties nationwide in our dataset, 88 are in Ohio, and every one of them clears the $100-a-month gap we use as the floor for including a county at all. That's a genuinely unusual finding for a state this size, and we treat it carefully rather than as a marketing headline — it does not mean every Dayton-area employer saves money by switching. It means the county-level obstacle that rules ICHRA out entirely in states like Texas or South Dakota simply isn't present here. The real question for a Dayton employer is how big the gap is for their specific workforce, and whether a rollout is worth the administrative change. That's what the rest of this guide works through.

Why 2026 and 2027 renewals keep landing high

If your broker's renewal letter came in heavier than last year, you're reading it correctly and you're far from alone. Nationally, small-group insurers filed a median premium increase of 14% for the 2027 plan year, across 295 insurers filing in all 50 states and the District of Columbia, according to the Peterson-KFF Health System Tracker. That follows a run of similarly steep increases for 2026, and it's part of why so many Dayton-area small businesses are looking at ICHRA for the first time.

The pressure isn't limited to small group. KFF's own tracking of ACA marketplace competition found that the average number of insurers participating per state fell from 9.6 in 2025 to 9.0 in 2026, and that roughly one in three U.S. counties now has fewer participating insurers than the year before. The number of counties served by only a single ACA issuer jumped from 93 in 2025 to 165 in 2026. Thinner competition on the individual side and rising claims costs on the group side are pushing on the same renewal letter from two different directions.

None of that changes the underlying mechanic that makes ICHRA work in a county like Montgomery: what matters isn't whether either market's prices went up in isolation, it's whether individual rates rose relative to small-group rates in the same county. Ohio's small-group carriers have been filing steep increases for two consecutive cycles, and the individual market hasn't closed that gap in a single one of the state's 88 counties.

How an ICHRA actually works, mechanically

Before the Montgomery County numbers mean anything, it helps to be precise about what's being compared, since most of the confusion around ICHRA comes from skipping this step.

An ICHRA is an employer-funded health reimbursement arrangement created by a 2019 final rule from the IRS and Treasury, the Department of Labor, and HHS, published at 84 Fed. Reg. 28888 on June 20, 2019, effective August 19, 2019, and applicable to plan years beginning on or after January 1, 2020. Instead of choosing one group health plan for everyone, the employer sets a fixed monthly reimbursement amount, and each employee uses that money to buy an individual-market plan of their own choosing, then submits proof of coverage (called substantiation) to get reimbursed tax-free. The employer isn't picking a plan for forty different households; the employer is funding a budget, and the employee is doing the shopping.

The comparison behind every number in this article rests on two specific prices for a given county and rating area — the geographic zone insurance regulators use to set premiums, usually a cluster of neighboring counties. The individual-market benchmark premium is the second-lowest-cost silver-level plan available in that rating area to a representative 40-year-old enrollee. "Silver" refers to one of four ACA metal levels (bronze, silver, gold, platinum) describing how costs split between premium and out-of-pocket spending, not the quality of care. This is the same benchmark the federal government uses to calculate premium tax credits, which is why it's a defensible number to build a comparison on rather than one insurer's list price. The small-group benchmark premium is the equivalent figure built from comparable small-group plan filings for that same rating area. When the individual benchmark is lower, the county "qualifies," and the gap between the two is the estimated per-employee savings if the employer funds ICHRA at that benchmark level.

Two more terms matter once an employer is actually deciding whether to switch. The affordability safe harbor is the test that decides whether the ICHRA offer counts as "affordable" under IRS rules — for plan years beginning in 2026 that test runs against a Required Contribution Percentage of 9.96% of household income (IRS Rev. Proc. 2025-25), rising to 10.22% for plan years beginning in 2027 (IRS Rev. Proc. 2026-26). Get the contribution amount wrong relative to that threshold and an employer can trigger a penalty tied to the employer mandate, the ACA requirement that applies to ALEs (applicable large employers, generally 50 or more full-time-equivalent employees). Smaller, non-ALE employers aren't subject to that mandate at all, which is part of why smaller Dayton-area businesses have an easier on-ramp than larger ones.

One structural piece is often misunderstood: an employer can define different employee classes — for example, full-time versus part-time, or by geographic rating area — and offer different benefits to each class, subject to federal minimum-size rules for some class types. What an employer cannot do is offer the same class of employees a choice between ICHRA and a traditional group plan; it's one or the other, per class, not both at once for the same people.

Montgomery County's rate spread, in dollars

Here is the actual 2026 benchmark comparison for Montgomery County, the county that contains Dayton, Kettering, Beavercreek residents who work in the county, Huber Heights, Miamisburg and Centerville. The individual-market benchmark premium is $597.71 a month. The small-group benchmark premium, built from comparable small-group plan filings for the same rating area, is $1432.18 a month. That's a gap of $834.47 a month, or $10,014 a year, per employee, an estimated 58.3% in favor of the individual market.

Montgomery's spread is smaller in percentage terms than Cincinnati's or Columbus's, but its population is what makes it matter: at 536K residents, it's Ohio's fifth-largest qualifying county, trailing Franklin, Cuyahoga, Hamilton and Summit. A wide spread on a small population and a moderate spread on a large one can add up to similar aggregate dollars across a metro's employers — Dayton gets there through a mix of both.

Notice that Cuyahoga County (Cleveland), Ohio's second-largest qualifying county, sits at a lower percentage than Montgomery — 48.6% versus Dayton's 58.3% — despite Cleveland being the bigger metro by population. That's the lesson every county-level dataset teaches: population size and savings percentage don't move together, and a statewide "Ohio saves X%" headline would hide real variation between one metro and the next. Check your own county, not a regional average, before you model a rollout.

See the full Ohio savings breakdown for every qualifying county, or the national savings map to look up a specific county by name.

What changes for a Dayton employer

The rate spread explains where the money comes from. It doesn't explain what actually changes day to day for the person running payroll and benefits. Here's the practical shift, side by side.

Admin work doesn't disappear in that trade, it moves. Renewal shopping and census management get replaced by substantiation review and monthly reimbursements. For most small Dayton employers that's a better trade, but it's still a real one — either budget staff time for it or plan to use a third-party administrator to run the workflow.

Why Greene and Miami counties price identically

Montgomery County doesn't stand alone. Greene County (168K residents, home to Beavercreek and Wright-Patterson Air Force Base) and Miami County (109K residents, home to Troy and Piqua), the counties directly east and north of Dayton, sit in the same marketplace rating area and carry the exact same 2026 benchmark comparison: a $ 597.71 individual benchmark against a $1432.18 small-group benchmark, the same 58.3% spread and the same $10,014 estimated annual savings per employee. Combined, those three counties hold an estimated 813K residents, so a Dayton-based employer with staff commuting in from Xenia, Beavercreek or Troy doesn't need to run a separate calculation for each location — the same math applies across the Miami Valley.

Butler County, to the south toward Cincinnati, sits in a different rating area with its own benchmark ($537.84 individual vs. $1427.41 small-group, a 62.3% spread). An employer whose staff spans both the Dayton and Cincinnati metros — say, a logistics company with warehouses in both Moraine and Hamilton — will see two different numbers, not one, and should check each rating area separately on the savings map rather than average them.

Why all 88 Ohio counties qualify, and what that does not mean

A qualifying county means the individual-market benchmark premium sits below the small-group benchmark premium for that county, for the 2026 plan year, based on the rate filings each carrier submitted. Ohio's small-group carriers have filed some of the steeper increases in the country across the last two cycles, which pushes small-group benchmarks up. At the same time, the state's individual market hasn't seen its benchmark premiums rise by enough to close that gap in any county. The net effect for 2026 is that all 88 Ohio counties land on the ICHRA side of the comparison, with an average spread of 54.9% and every single one clearing the $100-a-month floor we use to decide whether a county belongs in the dataset at all.

This is a real, dataset-driven finding, not a promotional claim, and it is also not permanent. Rates are filed and refreshed every plan year. A single large carrier entering or exiting even one Ohio county's individual market could shift that county's benchmark enough to change the comparison for 2027. We rebuild this dataset each plan year rather than reusing prior-year numbers, and we'd recommend any Dayton-area employer do the same before every renewal, not just once.

It's also worth being precise about what "every Ohio county qualifies" does not mean. It does not mean every Dayton employer saves money by switching, and it does not mean the savings are the same size everywhere — Montgomery County's 58.3% spread is real money, but it is well below Hamilton County's 62.3%. It does not account for your specific employees' ages, since individual-market premiums are age-rated more steeply in some rating areas than small-group premiums are. And it is a benchmark comparison, not a quote for any real plan a specific employee would actually choose.

A worked example for a Dayton employer

Here's what the Montgomery County numbers look like applied to a real headcount. Assume a 20-employee Dayton company currently renewing a small-group plan priced at this year's Montgomery County benchmark.

The same arithmetic scales down cleanly. A 6-person Dayton startup that has never offered health coverage at all — the scenario the HRA Council data below shows is now the norm rather than the exception — could fund an ICHRA at the $597.71 individual benchmark and offer a real, tax-free benefit for about $3586 a month in total contributions, or roughly $43,035 a year for the whole company. That's a genuinely different conversation than trying to buy a six-person small-group plan, where participation minimums and per-employee pricing tend to make the smallest groups the hardest and most expensive to cover.

At the other end of the size range, a 50-employee Dayton company crosses into ALE territory under the employer mandate, which changes the calculus without changing the underlying county math. The same Montgomery County benchmark comparison applies, but an ALE has to run the affordability safe-harbor test — against the 9.96% threshold for 2026 or 10.22% for 2027 — carefully for every employee class, since an ICHRA offer judged "unaffordable" for even a handful of lower-paid employees can trigger an employer-mandate penalty. That's not a reason to avoid ICHRA at 50 employees; it's a reason to model the affordability test before setting a contribution amount, which our eligibility guide walks through in detail.

How ICHRA adoption is actually growing

Dayton's numbers sit inside a national adoption trend that keeps compounding. The HRA Council's fifth annual report, Growth Trends for ICHRA & QSEHRA, Vol. 5 (released August 12, 2026), found that ICHRA-covered lives surpassed 500,000 nationally at the start of 2026, spread across more than 20,000 U.S. businesses now offering ICHRA or QSEHRA. Adoption among applicable large employers (ALEs) more than doubled year over year, the fastest-growing segment in the report.

The number that matters most for a Dayton employer weighing this for the first time: over two-thirds of small businesses offering ICHRA had previously offered no health coverage options at all, and 93% of small employers newly adopting QSEHRA in 2026 had never offered coverage before. For most small Dayton-area businesses, the realistic comparison usually isn't "ICHRA versus our current group plan." It's "ICHRA versus offering nothing," which is a much easier case to make in a labor market where competitors are starting to offer something for the first time.

Setting up an ICHRA in Dayton

Ohio does not layer state-specific ICHRA rules on top of the federal framework. The same IRS, Department of Labor and HHS final rule that governs ICHRA everywhere applies here, and the setup sequence is the same one that applies in any other state. What determines whether a Dayton rollout goes smoothly:

1. Pull your census by county, not by office address. A company headquartered in Dayton with staff living in Greene, Miami, Clark or Warren County has employees spread across more than one rating area.
2. Check every employee's actual county on the savings map. Given that all 88 Ohio counties currently qualify, this step is less about ruling counties out and more about sizing the real dollar gap for your specific workforce.
3. Model affordability before you set a contribution. The reimbursement level decides whether an employee keeps or waives premium tax credit eligibility, against the 9.96% (2026) or 10.22% (2027) Required Contribution Percentage.
4. Define employee classes carefully, if you use them. Class rules carry minimum-size requirements and cannot offer the same class a choice between ICHRA and group coverage.
5. Send the required notice on time. Eligible employees need written notice at least 90 days before the plan year starts, with specific required content.
6. Budget for onboarding support. Employees who have never shopped the individual marketplace on their own need guidance, once, at enrollment.

See our full ICHRA setup timeline for the detailed rollout plan, including the exact notice content requirements, and our eligibility guide for the affordability test itself.

The honest limits of this data

How these numbers are calculated

Every county figure in this article comes from the same dataset that powers our savings map, not a survey or a sales estimate. For each county, we compare a 2026 individual-market benchmark premium — the second-lowest-cost silver plan available to a representative enrollee, the same benchmark the federal government uses to calculate premium tax credits — against a small-group benchmark premium built from comparable small-group plan filings for that rating area. Both figures come from Ideon, a licensed insurance rate-data provider, and are cross-verified against CMS public-use marketplace files before publication. A county "qualifies" for our dataset when the individual benchmark sits below the small-group benchmark by at least $100 a month; the percentage and dollar figures in this article are the gap between those two numbers, expressed as an annual per-employee figure at 12 times the monthly difference. Montgomery County's population figure (536K) comes from the same underlying county dataset used across the site.

The 2027 national small-group figure (14% median across 295 insurers) and the national insurer-participation figures (9.6 to 9.0 issuers per state; 165 single-issuer counties) come from separately published KFF and Peterson-KFF analyses, not from our own county dataset, and describe national trends rather than the Montgomery-specific benchmark comparison above. We've kept those data sources clearly separate throughout this article rather than blending them into one number.

Three limitations are worth stating plainly. First, benchmark premiums are built around a representative enrollee profile, so an unusually young or unusually old workforce will see a different real-world spread than the county figure implies. Second, these are benchmark plans, not every plan on the market; an employee who chooses a richer or leaner plan than the benchmark will see a different premium, though the relative spread tends to hold directionally. Third, rates are filed and refreshed annually, so a county that qualifies for 2026 is not guaranteed to qualify for 2027 if a carrier enters or exits that market.

Questions Dayton employers actually ask