Employers can contribute to HSAs in several ways, including per-pay-period contributions, annual lump sums, or matching employee contributions up to a set amount. Total employer plus employee contributions must stay within the IRS annual limits for HSAs, which are indexed each year. We help you structure contributions that are competitive, sustainable, and easy for employees to understand.

Both HSAs and HRAs can be used for a broad range of qualified medical expenses such as deductibles, coinsurance, copays, prescriptions, and many other IRS-approved healthcare costs. Some HRAs can also reimburse premiums, depending on the HRA type and plan design. We will help you define which expenses are eligible so your benefit is clear and compliant.

HSA balances always roll over from year to year and can be saved or invested for future healthcare needs, including expenses in retirement. With HRAs, rollover is determined by your plan document — you can choose to allow unused amounts to carry forward, limit the rollover, or reset balances each plan year. We will explain the trade-offs so you can choose the approach that best fits your philosophy and budget.

HSAs must be paired with an HSA-eligible high-deductible health plan. HRAs can be designed to integrate with a group health plan or, in the case of arrangements like ICHRA or QSEHRA, to reimburse employees for individual coverage premiums. We help you decide how much of the deductible or out-of-pocket exposure you want the company to fund through these accounts.

We start with your goals: attracting and retaining talent, managing renewals, stabilizing cash flow, or preparing to move from a fully insured plan to a more self-funded model. Then we model different HSA and HRA funding scenarios using your current premiums and claims patterns so you can see the potential impact before you make a decision.