HSA Compliance: A Deep Dive into the Rules Surrounding HSAs
High Deductible Health Plans (HDHPs) and Health Savings Accounts (HSAs) have long been considered important to employers’ overall health and welfare benefit programs. Employers may consider offering HDHPs and related HSAs under their benefit plan due to the reduced administrative burden related to HSAs, as the account is owned by the employee HSA account holder. Employees may also benefit from HSAs due to their tax-favored status under the Internal Revenue Code. Although HSAs have their advantages, these advantages also come with a complex regulatory environment for both employees and employers alike.
Join us as we help unravel the complexities of HSAs and provide clarity surrounding the following key topics:
- Who is eligible to contribute to an HSA?
- What is considered permissible coverage and impermissible non-HDHP coverage?
- HSAs and their interaction with FSAs and HRAs
- The timing and annual limits of HSA contributions
- Mid-year election changes related to both HSAs and HDHPs
DISCLAIMER: Brown & Brown, Inc. and all its affiliates, do not provide legal, regulatory or tax guidance, or advice. If legal advice counsel or representation is needed, the services of a legal professional should be sought. The information in this document is intended to provide a general overview of the topics and services contained herein. Brown & Brown, Inc. and all its affiliates, make no representation or warranty as to the accuracy or completeness of the document and undertakes no obligation to update or revise the document based upon new information or future changes.