Not a Member? Get access to HR news and resources that you can trust.
Change can be scary, but deploying new HR software doesn't have to be.
Is your employee handbook ready for the New Year? With SHRM’s Employee Handbook Builder get peace of mind that your handbook is up-to-date.
Get the HR education you need without travel expenses or time out of the office.
Register by March 3 and save $425! Join us in Chicago, IL – April 24-26, 2017.
Educating employees about the many advantages of using health savings accounts is key
Some employers might not realize it. And certainly, many employees aren’t aware. But health savings accounts (HSAs) come with attractive tax benefits.
HSAs are designed to help individuals save for future health care costs. But only half of all employers offered HSAs in 2016, according to
2016 Employee Benefits research report from the Society for Human Resource Management (SHRM). At the same time, take-up rates among employees are low. (Organizations with 10 to 24 employees had the highest HSA enrollment rate—16.3 percent, according to
a 2016 report from United Benefit Advisors.)
“There’s a lot of confusion out there” about HSAs, said David Lindgren, compliance officer with Flexible Benefit Service Corp. in Rosemont, Ill. Lindgren, who led a concurrent session on June 21 called “HSAs: The Basics and Beyond” at the SHRM 2016 Annual Conference & Exposition in Washington, D.C., said that’s why it’s incumbent on employers to educate employees about all the advantages of HSAs. “Education is key,” he said.
HSAs, which were introduced in 2004, are savings accounts—“medical 401(k)s,” Lindgren said. They’re used to pay for medical costs with pretax dollars and can be funded by employers, individuals (including family members and friends on someone’s behalf) or both. To encourage participation, employers can match employee contributions.
Triples Tax Advantages
“I personally believe the best way to make contributions is through payroll deductions,” said Lindgren, citing the resulting tax advantages. Under that approach, contributions are tax-free, avoiding federal and state income taxes and FICA taxes in most states. Additionally, money earned through HSA investments is not taxed and there is no tax on funds withdrawn to pay for qualified medical expenses.
That triple-tax advantage is “one of the most powerful things about HSAs,” Lindgren said.
To use an HSA, a person must:
HSAs are subject to
annual contribution limits of $3,350 for individuals and $6,750 for families in 2016. These limits are adjusted yearly. People over the age of 55 can make an additional $1,000 catch-up contribution every year.
HSA funds can be invested in typical vehicles, such as stocks, bonds and mutual funds. There is no cap on account balances. “The sky’s the limit,” Lindgren remarked. Additionally, HSAs are portable—employees take the money in their accounts with them when they leave. Funds can be used to pay for qualified medical expenses for spouses and dependent children, too; that’s the case even after individuals become ineligible to contribute to HSAs because, for example, they’re no longer enrolled in an HDHP.
Qualified expenses include things such as:
HSAs cannot, however, be used to pay for health plan premiums.
If HSA funds are used to pay for nonqualified expenses, income taxes apply and a 20 percent penalty is imposed. Nonqualified expenses include items like:
As health insurance costs rise, employers have been shifting the burden to employees through consumer-driven plans, higher deductibles and co-pays. That leaves them on the hook for more out-of-pocket costs. So, Lindgren asked, why not give employees the option to pay for these expenses in a tax-free, cost-efficient way—with HSAs?
HSAs vs. 401(k)s: The Payroll Tax Advantage
IRS guidance, "The employer contributions [to an HSA] are not subject to withholding from wages for income tax or subject to the Federal Insurance Contributions Act (FICA), the Federal Unemployment Tax Act (FUTA), or the Railroad Retirement Tax Act." As
a post from Tango Health clarifies, "A pre-tax contribution to an HSA is one made by your employer, either as part of your benefits plan, or as a deduction from your paycheck which you directed to your HSA. In either case, the money comes from your employer prior to payroll taxes (such as FICA and FUTA) and federal income tax withholding being applied."
Note that this differs from the treatment of pretax salary deferrals for a traditional 401(k) plan; those contributions are not taxed as income but
are subject to payroll taxes (FICA/FUTA).
John Scorza is associate editor of HR Magazine.
Related SHRM Articles:
Address HSA Misconceptions During Open Enrollment,
SHRM Online Benefits, October 2016
Are employer contributions to an employee’s health savings account (HSA) considered taxable income to the employee?, SHRM HR Q&As, July 2016
Health Care Consumerism: HSAs and HRAs,
SHRM Online Benefits, updated May 2016
IRS Sets 2017 HSA Contribution Limits,
SHRM Online Benefits, May 2016
You have successfully saved this page as a bookmark.
Please confirm that you want to proceed with deleting bookmark.
You have successfully removed bookmark.
Please log in as a SHRM member before saving bookmarks.
Your session has expired. Please log in again before saving bookmarks.
Please purchase a SHRM membership before saving bookmarks.
An error has occurred
Recommended for you
HR Education in a City Near You
SHRM’s HR Vendor Directory contains over 3,200 companies