Married & Having Seperate Subsidy Plans

[yorkriver1]

One way seems to be OK, give the employee a "no strings attached" salary increase to compensate for the loss of employer contribution. http://boss.blogs.nytimes.com/2014/...st-reimbursing-employees-for-health-premiums/
I have seen in at least one situation that the employee/spouse just squandered the $500/mo raise, then complained about how much the insurance cost.

 

[RayNY]

York,

While that is permissible, it's still sketchy.

It can still be ruled an employer plan if the raise is based on the cost of insurance (even if there are "no strings" for the use). It can be ruled an employer plan if the raise is only given to those that were, or currently are, on a health insurance plan. It can also be ruled an employer plan if the raise is revoked when the employee fails to purchase insurance (and there is always an employee who would rather take cash than buy insurance).

There's so many ways it can go wrong, I'll just stick with insisting they go on a group plan.