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Examples:

1. One school district decided to raise the co-pay for hospital stays on their health insurance from $500 to $1000 which decreased their premiums. Instead they established an HRA to reimburse insured employees for the difference between the $500 co-pay they used to have and the new $1000 co-pay if the employee or an insured member of their family became hospitalized.
2. One company raised their co-pays on prescriptions and doctor visits and instead took the difference in premiums and put them in an HRA for each employee to use for any doctor or prescription co-pays. The employees were allowed to accumulate $50/month and roll that over from month-to-month until they were no longer eligible for the plan or terminated.
3. Another company calculated that they were paying an average of $43/month per employee for dental insurance. They decided to drop their dental insurance and instead establish an HRA allowing all full-time employees to accumulate $35/month to get reimbursed for any dental expense not considered cosmetic. The extra $8/month went to a third-party administrator to review and process claims for the plan. The advantage is that more types of expenses were reimbursable than were previously reimbursable under their insured plan. Also, the benefits accumulated and rolled over from month-to-month so employees can use their benefits for big expenses later.