To remove an employee from your QSEHRA, select the employee in your Take Command employer portal, click Remove Employee, and enter their last day of employment so the system can end eligibility and stop future allowance accruals.
When should I remove an employee from my QSEHRA?
You should remove an employee when:
They leave the company (voluntary or involuntary termination)
They are no longer eligible for the benefit class defined in your plan
Their employment status changes in a way that ends eligibility
You need to correct roster or enrollment information
Removing the employee ensures eligibility and reimbursement tracking are accurate.
How do I remove an employee from my QSEHRA?
To remove an employee from your roster:
Log in to your Take Command Employer Portal
Navigate to the Employee Roster
Select the employee you want to remove
Check the box next to their name
Click Remove Employee
Enter the employee’s last day of employment
Confirm the removal
Once confirmed, the employee will be removed based on the termination date you entered.
What if the Remove Employee option is not visible?
If the Remove Employee option is not available when you select an employee on the roster, this may indicate a portal access or account permissions issue — browser troubleshooting will not resolve it.
Contact Customer Experience and include your full name, company name, and a screenshot of the employee roster showing the missing option.
Step-by-step video walkthrough
What happens after I remove an employee?
After removal:
The employee’s QSEHRA eligibility ends as of their last day of employment
They stop accruing monthly allowance contributions
They will no longer appear as active in your roster
They may still appear on reimbursement reports for a limited time if eligible claims are submitted
Removal affects future eligibility, not past eligible expenses.
What is the 90-day post-termination rule?
After an employee leaves:
They generally have up to 90 days to submit eligible claims
Claims must have been incurred while they were actively employed
Only valid, timely-submitted claims will be included in reimbursement reports
This ensures employees can still submit outstanding eligible expenses after departure.
What if my employee already used up their allowance YTD when they leave?
If they have already used up their allowance YTD when they leave, they'll still have access to their own portal, but your reports will continue to show they're owed $0 since they have no more allowance.
What should I verify after removing an employee?
After removal, confirm:
The correct last day of employment was entered
The employee no longer appears as active in the roster
Payroll or reimbursement processes reflect the change
Any pending claims are still valid and tied to eligible dates
This helps prevent overpayment or eligibility errors.
What does NOT happen automatically?
Removing an employee does NOT:
Cancel their health insurance plan
Notify insurance carriers of employment termination
Delete submitted reimbursement claims
Immediately remove them from historical reports
You may still need to update insurance or payroll systems separately.
Common questions about removing employees
When I select an employee, I only see 'Mark as Ineligible Owner' — not 'Remove Employee'. Which should I use?
'Mark as Ineligible Owner' is for business owners or partners who are part of the HRA but are not eligible to receive reimbursements — it is not the correct action for terminating an employee's HRA eligibility.
For all employees (non-owners), use 'Remove Employee' with the termination date. If 'Remove Employee' is not visible and you only see 'Mark as Ineligible Owner', your account configuration may need adjustment. Contact Customer Experience with your company name and the employee's name — they can process the termination from the backend.
The terminated employee is still appearing on my reimbursement report after removal — is something wrong?
This is expected. After removal, employees retain the ability to submit claims for eligible expenses incurred while they were covered, for up to 90 days after their eligibility end date. If they submit any eligible claims during this runout period, those claims will appear on your reimbursement reports.
The employee appearing on a report does not mean the removal failed — it means eligible claims were submitted and approved within the runout window. Once the 90-day runout period closes and no further eligible claims are submitted, they will stop appearing on new reports.
If you believe a claim is appearing for an ineligible period (after the termination date), contact Customer Experience with the employee name, their last day of employment, and the claim date.
I was charged for a terminated employee — how do I request a billing review or refund?
If an employee was charged for a period after their correct termination date (for example, due to a timing mismatch between when the termination was processed and when the billing run occurred), contact Customer Experience to request a billing review:
Email support@takecommandhealth.com with 'Billing review request' in the subject line.
Include your company name, the employee's name, their correct last day of employment, the charge amount and date, and any supporting documentation.
Note: employees who were active at any point during a billing month are typically charged for that full month. If the termination was processed after the monthly billing run, a credit may be applicable for the following month rather than the current one. CX will confirm the applicable billing rule for your situation.
Does an employee receive a full-month or prorated allowance in their termination month?
Allowance proration for mid-month terminations depends on your specific plan design. Under most configurations, the allowance is prorated based on the number of days the employee was eligible during the termination month — not a full month.
Contact Customer Experience with the employee's termination date to confirm how the proration will be calculated for your plan. Include the employee name, their termination date, and your plan year dates.
I need to move an employee to a different employer entity — how do I do that?
Do not remove and re-add the employee manually when transferring between entities — this can create duplicate accounts or break their claim history. Contact Customer Experience with:
Your company names (the entity the employee is leaving and the entity they are joining).
The employee's name and email address.
The effective date for the transfer.
Whether there are any pending or approved claims that need to be processed before the transfer.
CX will handle the roster transfer and ensure the employee's account and claim history carry over correctly.