When Michael Alvarez opened Fork & Flame, a farm-to-table restaurant in his growing suburban town, he never imagined that one of his biggest challenges wouldn’t be food costs or marketing—it would be retaining employees.
Michael had a loyal customer base and a talented team. But over time, he started losing staff members to larger restaurant groups and national chains—not because of pay, but because those companies offered health benefits and he didn’t.
“I wanted to offer health coverage,” Michael said, “but the quotes I got for group plans were insane. I would have had to raise menu prices just to afford it.”
He tried offering a stipend, but quickly learned it wasn’t tax-efficient and didn’t actually count as formal health coverage. Employees still felt uncertain.
That’s when a fellow business owner told him about ICHRAs—Individual Coverage Health Reimbursement Arrangements.
A Benefits Solution Designed for Businesses Like His
Unlike traditional insurance, Michael didn’t have to choose a one-size-fits-all plan. With an ICHRA, he could:
- Set a monthly amount he was comfortable contributing—no minimum required.
- Let employees choose their own health plan based on their needs and budget.
- Offer tax-free reimbursements to employees and write off the expense for his business.
Suddenly, healthcare benefits were no longer out of reach.
“It was the first time I realized I could offer real benefits without gambling the future of my restaurant.”
The Impact on His Team
One of his line cooks, Jasmine, had turned down a management opportunity because she needed health coverage for her daughter and was planning to leave for a corporate chain. After Michael introduced the ICHRA, she chose her own plan through the marketplace—using the monthly contribution he set—and stayed on board.
His turnover numbers dropped. His job postings started getting more applicants. And during interviews, he noticed something new: people were impressed.
“I’m a small business,” Michael said, “but offering choice-based health benefits suddenly made me competitive with brands 50 times my size.”
A Win for the Business Too
Michael was able to control his costs month-to-month, with no surprise hikes or renewal negotiations. Pro-Tier handled the compliance and administration, and contributions were synced directly with his payroll system.
What once felt impossible had become one of his best business decisions.
Michael’s Final Takeaway
“I used to think health benefits were something I’d ‘get to one day.’ But ICHRAs made it doable now. Offering flexible health coverage didn’t just help my employees—it helped me keep my best people and grow my business with confidence.”
This is what modern benefits look like: control for employers, choice for employees, and a real advantage for small businesses ready to compete.