Have you recently changed employers? Or are you considering making a change? Fortunately, when you participate in a health savings account (HSA) through your employer, your HSA stays with you. There are plenty of myths about HSAs, so let’s tackle what really happens to your HSA when you change employers. You Have Options HSA...
As we enter another season of open enrollment, one crucial topic is top of mind for many employees: HSA and FSA compliance. Health savings accounts (HSAs) and flexible spending accounts (FSAs) are often misunderstood, despite their significant financial advantages. It’s time to clarify the ins and outs of these tax-saving healthcare accounts and answer HSA...
When it comes to navigating the world of employee benefits, there’s a lot to take in, especially if you’re a first timer. Among the suite of benefits you’re likely to be offered, voluntary benefits are often misunderstood. In this blog we explore all the unknown voluntary benefits terms and bring clarity of information to first-time...
The IRS released 2025 contribution limits for medical flexible spending accounts (medical FSAs), commuter benefits and more as part of Revenue Procedure 2024-40. These limits undergo annual adjustments to account for inflation. 2025 Medical FSA Contribution Limits (including limited and combination FSAs) 2024: $3,200 per year 2025: $3,300 per year 2025 Medical FSA...
If you’re an employer, is your in-house benefits administration team struggling to juggle the multitude of complexities behind running a successful benefits administration program? Are you spending too much time and resources trying to keep up to date with compliance changes and providing the technology and services your employees need for a positive benefits experience?...
Whether you’re transitioning from your parents’ insurance, landed your first full-time job or are simply obtaining coverage for the first time, choosing health plans and employee benefits can be overwhelming. You’ll likely hear a lot of terms and acronyms that you’ve never heard before. For starters, let’s look at a few considerations when evaluating health...
According to the Bureau of Labor Statistics, employers typically pay around 80% of traditional employer-sponsored healthcare plans on behalf of employees. With rising healthcare costs, your business is most likely struggling to solve this key problem: how to maintain financial stability while providing robust benefits to your employees. But what solutions can actually provide benefits...
The concept of work-life balance has become more than just a buzzword; it’s a necessity for employee satisfaction and retention. According to WorkLife.news, employers are increasingly recognizing the importance of providing ample time off to their employees with more than 80% of U.S. employers planning to change their leave policies over the next two years....
Did you know employers can enhance their benefits offerings by incorporating voluntary benefits? What exactly are voluntary benefits and how can employers design an effective plan? We sat down with Hugh McDaniel, manager of channel partnerships at WEX, to get his insights on crafting voluntary benefits plans that meet the diverse needs of employees. ...
A health savings account (HSA) or medical flexible spending account (FSA) can be used to purchase eligible expenses, and the list of things that are eligible is sizable and growing. For example, as part of a pandemic relief package in March, many over-the-counter (OTC) products that once required a prescription were permanently reinstated as HSA/FSA eligible expenses.
Here are five things you may not know you can use your benefits debit card for:
The CARES Act was designed to help Americans during COVID-19. Among its provisions, it reverses laws put in place by the Affordable Care Act that stipulated an HSA could only be used to reimburse accountholders for those OTC items for which they had a prescription. One important addition to the list of eligible items: Certain menstrual care products, such as tampons, pads and menstrual sponges.
Psychiatric treatment, substance abuse treatment, and smoking cessation products/programs are all eligible for your HSA and FSA funds. Psychological care is also eligible if provided for mental care (and not just for the general improvement of mental health, relief of stress, or personal enjoyment). If you need to travel to obtain mental health services, you can also use your HSA to pay for lodging and meals.
Acupuncture and chiropractic treatments are eligible for your HSA and FSA funds. Massage therapy is also eligible with a prescription. For the latter to be eligible, your doctor would need to fill out a letter of medical necessity.
Whether you’re trying to conceive or trying to determine if you already have, you can use your benefits debit card to pay it. Ovulation or fertility monitoring is also eligible. Additional eligible childbirth-related expenses include:
You can use your HSA or FSA to put your best face forward. Because acne is considered a medical problem and not a cosmetic problem, you can purchase acne cleansers, gel and creams, even at-home light therapy kits with your benefits debit card. Use it, too, for visits to a dermatologist to assess or treat acne. And all sunscreen products are also eligible, including tinted sunscreen lotion and eye cream with SPF.
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