ICHRA savings in Iowa
26 Iowa counties price individual coverage below small group. Employers there save up to $1,509 per employee per year.
Last updated: August 16, 2026 · plan-year 2026, lowest-cost silver (age 50), same year both markets.
Top Iowa counties by savings
Monthly benchmark premiums: individual vs small group, 2026 plan year.
| County | Individual /mo | Small group /mo | You save | Annual / employee |
|---|---|---|---|---|
| Plymouth County | $503 | $629 | 20% | $1,509 |
| Woodbury County | $503 | $629 | 20% | $1,509 |
| Butler County | $539 | $650 | 17.1% | $1,338 |
| Cerro Gordo County | $539 | $650 | 17.1% | $1,338 |
| Fayette County | $539 | $650 | 17.1% | $1,338 |
| Franklin County | $539 | $650 | 17.1% | $1,338 |
| Hancock County | $539 | $650 | 17.1% | $1,338 |
| Kossuth County | $539 | $650 | 17.1% | $1,338 |
| Mitchell County | $539 | $650 | 17.1% | $1,338 |
| Winnebago County | $539 | $650 | 17.1% | $1,338 |
| Worth County | $539 | $650 | 17.1% | $1,338 |
| Adair County | $558 | $629 | 11.2% | $848 |
Showing top 12 of 26 qualifying Iowa counties. Explore them all on the interactive map.
Iowa county savings pages
Every Iowa county where the 2026 benchmark gap tops $100/employee/month — each with its own local breakdown.
- Plymouth County 20%
- Woodbury County 20%
- Butler County 17.1%
- Cerro Gordo County 17.1%
- Fayette County 17.1%
- Franklin County 17.1%
- Hancock County 17.1%
- Kossuth County 17.1%
- Mitchell County 17.1%
- Winnebago County 17.1%
- Worth County 17.1%
The Iowa picture
Iowa's story is less about the size of the gap and more about the direction of travel. On 2026 silver-plan data, 26 counties qualify, led by Plymouth County at an estimated $126 per employee per month — about 20.0% below comparable small-group coverage — and no Iowa county clears the $200 mark. For 2027, Iowa insurers have filed a proposed average individual-market increase of just 6.7%, the lowest filed anywhere in the country; that's news context, not part of these estimates, but it suggests an unusually stable individual market.
For an Iowa employer, the calculation looks different than it does in high-gap states: the estimated monthly savings are modest, so the case tends to rest on predictability rather than a dramatic spread. A Sioux City-area firm in Plymouth County sits at the top of the range, while most of the other 25 qualifying counties show smaller estimated gaps on 2026 data. Companies weighing a move here may care less about this year's number and more about escaping the renewal volatility that group plans can bring.
Iowa ICHRA FAQs
How much can employers save with an ICHRA in Iowa?
Across 26 qualifying Iowa counties, the 2026 gap between small-group and individual silver coverage averages 13% — up to $1,509 per employee per year in the strongest county. Figures are plan-year-2026 estimates (lowest-cost silver, age 50, same year both markets), not quotes.
Which Iowa county has the biggest ICHRA savings?
Plymouth County currently shows the widest 2026 spread in Iowa: individual $503/mo vs small group $629/mo — about 20% ($1,509/employee/year, estimated).
Does every Iowa county qualify for ICHRA savings?
No. Only counties where the individual market prices below small group make the list — 26 in Iowa for plan year 2026. In other counties a savings-driven ICHRA usually is not the right move, and an analysis will say so.
Where does this Iowa data come from?
Individual-market premiums come from the CMS Marketplace Public Use Files and small-group benchmarks from Ideon — lowest-cost silver plan, age 50, same county and same plan year (2026) on both sides.
Is an ICHRA worth it in Iowa if the estimated savings are only around $100 a month per employee?
It can be, but the math deserves a county-by-county look. Plymouth County's estimated $126 monthly gap on 2026 data is the widest in the state, and most Iowa counties come in below that — so a savings-only case is thinner here than in many states. What Iowa does offer is stability: insurers filed a proposed 6.7% average individual-market increase for 2027, the lowest in the country. That's context, not a guarantee, but employers tired of double-digit group renewals may find the trajectory itself is the argument.
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