Health savings accounts (HSAs), health reimbursement arrangements (HRAs), and flexible spending accounts (FSAs) can all help you pay for qualified expenses related to your health care, which frequently include things like deductibles, copays/coinsurance, and prescription costs. However, there are some important differences you should consider when determining which account is the best fit for your needs.
Some things to consider include:
| Health Savings Account (HSA) | Health Reimbursement Arrangement (HRA) | Flexible Spending Account (FSA) | |
| Account Ownership | Employee/ Individual | Employer (held in employee’s name) | Employer (held in employee’s name) |
| Deposits Made By | Employer, employee or both | Employer | Employer, employee or both |
| Separate Account | Required; IRA-type account | Not required; can be paid from employer assets | Not required; can be paid from employer assets |
| Expenses Covered | Medical, dental, vision, prescription and some over-the-counter expenses. COBRA, retiree medical insurance premiums, LTC premiums or expense – Reference: IRC § 213(d) | Medical, dental, vision, prescription and some over-the-counter expenses. Post-tax insurance premiums. – Reference: IRC § 213(d) | Medical, dental, vision, prescription and some over-the-counter expenses – Reference: IRC § 213(d) |
| Accompanying Plan Requirements | Must be covered by qualified HDHP and not covered by any plan that covers medical expenses under the deductible HDHP Minimum Deductible: 2017: $1,300 single; $2,600 family 2018: $1,350 single; $2,700 family | Generally, must be integrated with group medical plan meeting health care reform requirements | None |
| Contribution Limits | 2017: $3,400 self-only; $6,750 family; Catch-up: $1,000 2018: $3,450 self-only; $6,850 family; Catch-up: $1,000 | None | 2017: $2,600 per plan year 2018: $2,650 per plan year The limit is per person. Employers may elect a lower contribution limit. |
| Portability | Full portability required | Portability allowed at employer’s discretion | None |
| Rollover | Full rollover required | Rollover allowed at employer’s discretion | $500 rollover allowed at employer’s discretion |
| Funds Availability | As deposits are credited | As deposits are credited; may be credited in a lump sum | Full annual election available on first day of coverage (uniform coverage) |
| Claim Adjudication | Not allowed; though participants must retain receipts | Required | Required |
| Compatibility with Other Savings Accounts | May be paired with HRA/ FSA if limited to amounts over deductible, or to dental/ vision only; may be paired with DCAP, PRA | May be paired with FSA, DCAP, PRA. IF paired with an HSA, must be limited to amounts over the deductible or to dental/vision only | May be paired with HRA, DCAP, PRA. If paired with an HSA, must be limited to amounts over the deductible or to dental/vision only |
| Employer Contributions | Can be made on behalf of current employees (account extends to spouse and dependents) | Can be made on behalf of current, former employees, their spouses and dependents, and spouses and dependents of deceased employees | Can be made on behalf of current employees (account extends to spouse and dependents) |
| ERISA Plan | Generally no | Yes | Yes |
| COBRA | Does not apply | Applies | Applies |
| Retirees | Can be covered | Can be covered | Cannot be covered |
| Debit Card Usage | Yes | Yes | Yes |
| Contributions for Medicare Participants | Contributions cannot be made once an individual has Medicare coverage | No limits on contributions | No limits on contributions |
| Usage for Ineligible Expenses | Allowed. Amounts included in income; subject to 20% penalty unless after account beneficiary’s death, disability or attaining age 65 | Not allowed | Not allowed |
| Distributions for Expenses Incurred After Individual is No Longer Eligible | Can be made | Can be made at employer’s discretion, or if COBRA is elected | Can be made if COBRA is elected |
| Coverage for Sole Proprietors, Partners and 2% or More S-corp Owners | Yes, but not eligible to participate in cafeteria plan used to fund HSA in the workplace | Cannot be covered | Cannot be covered |
HSAs For Dummies
Master key HSA concepts and ask all the right questions.
Learn About Tax-Advantaged Employee Benefits
Marketplace
Buy Eligible Items
Find out where you can quickly make eligible purchases with HSAs, FSAs, and other accounts
Eligible Expenses
Find Eligible Items
Check out the eligible expenses list to see just how useful health care accounts can beCalculators
Estimate Growth Potential
Use our plan calculators to see how much contributing to an HSA or FSA could pay off in the long run
Blog
Get Helpful Tips
Our blog, Connections, is the perfect place to find helpful posts on CDH and work-life benefits
Resource Library
Continue Learning
Visit the Resource Library to find videos, guides, infographics, and more to help you make the most of your benefits
FAQs
Get Answers
There’s a lot to know about HSAs, FSAs, HRAs, and more, which is why we’ve put together these FAQs
Make the Most of Your FSA
Our Latest Resources
Our Latest Blog Posts
DOL Rule Expands Association Health Plan (AHP) Availability
On June 19, 2018, the Department of Labor (DOL) issued a final rule on Association Health Plans (AHPs) – associations created by smaller employers in part to purchase health coverage at a reduced rate.
Talking Benefits with CYC Experts: Pete Caporale, VP of Operations
Meet CYC Experts: In this post, you will hear from our very own, Pete Caporale, Vice President of Operations at ConnectYourCare, and learn how his expertise in various areas of the health care and insurance industries continue to inform his work and benefit clients that rely on CYC services.
Listen Up: HSA, FSA & HRA Differences, HSA Investments, and HSA Growth
Catch Alicia Main, VP of Marketing for ConnectYourCare, on the “Who Needs Healthcare” podcast to learn the differences between HSAs, FSAs, and HRAs; how HSA investing works; what the key HSA trends are; and more.
