Understanding Different Types of Health Savings Accounts
Comparison and Qualification Guidelines for HSAs, FSAs, & HRAs
Health savings accounts (HSAs), flexible spending accounts (FSAs), and health reimbursement arrangements (HRAs) are designed to pay for or reimburse you for medical expenses that your health insurance coverage typically doesn't pay for. Each of these plans works a bit differently. Learn more about health savings account definitions and how each plan works so you can choose the right plan for you.
Health Savings Account Options–HSA, FSA, and HRA
There are three types of tax-advantaged health savings accounts available to supplement health insurance coverage. You can deduct your contributions to these accounts on your taxes.
HSAs are an account that you own, and unused funds roll over from year to year. An FSA is an account you open through an employer, and some of the funds can be rolled over from year to year if your plan allows. HRAs are employer-funded accounts, and the funds may be rolled over from year to year if your employer allows.
Here's more on how the plans compare.
|HSA vs. FSA vs. HRA|
|Who owns the account?||You||You||Your employer|
|Who can contribute to the account?||You, your employer, family||You, your employer||Your employer|
|What's the contribution limit?||$3,600 if you have an individual health insurance plan, $7,200 if you have a family plan||$2,750||Varies by employer|
|Will the balance carry over?||Yes||Up to $550 if your employer allows||Varies by employer|
|Can the money earn interest?||Yes||No||No|
How an HSA Works
You are only eligible for an HSA if you are enrolled in a high deductible health plan (HDHP), one in which your deductibles are higher than in traditional plans. Your deductible is the amount you pay for services covered under your health plan before your insurance starts paying.
HDHPs are defined as plans with a minimum deductible of $1,400 for individuals or $2,800 for a family. The total out-of-pocket expenses for an HDHP are limited to $7,000 for individuals or $14,000 for families (for in-network services).
You and/or your employer contribute money into your HSA. The account is set up through your employer as a benefit or you can set up an account through an insurance company or an IRS-approved trustee. HSAs have an annual contribution limit. In 2021, the maximum you can contribute to an HSA is $3,600 for an individual plan or $7,200 for a family plan. The account acts as a bank account except the money is placed there pre-tax, can earn interest, and will not be taxed upon withdrawal for qualified medical expenses.
Your plan may provide you with a debit card to enable you to access your HSA funds to pay for qualified medical expenses like prescriptions, dental check-ups, and co-pays. If you pay qualified expenses out of pocket, your plan may require you to send a copy of the receipt to receive a reimbursement.
How an FSA Works
FSAs are used in conjunction with an employer-established health insurance plan. These plans allow you to contribute tax-free through a payroll deduction to an account, which is then used to reimburse you for qualified medical expenses. Employers are allowed to contribute to the plan as well.
FSAs are set up by your employer, and both you and your employer may contribute funds into the account pre-tax. FSAs have a limited amount that can be stored—$2,750 per year per employer as of 2021. Married people can each have $2,750 in an FSA.
When it comes to an FSA versus an HSA, one of the biggest differences is that there's no limit to the amount of money you can carry over in an HSA. With an FSA, some employers may allow you to carry over as much as $550 in unused funds from year to year. Any other unused funds are not available the next year.
With an FSA, it's crucial to plan your contributions so they line up with your annual medical expenses.
You can use your money anytime for qualified medical expenses. Insurance premiums are not considered qualified medical expenses, but prescription medications and over-the-counter medicines obtained with a prescription are.
One other disadvantage of an FSA is that you do not keep the FSA or the money in it once you leave your employer. The employer is also not required to keep the FSA active, so if you leave and are re-hired, your account starts over again.
FSAs cannot be used in conjunction with a health insurance plan from the Marketplace, but they can be used with a plan from an employer.
On Feb. 18, 2021, the IRS granted employers the ability to carry over unused amounts from 2020 and 2021 FSA plan years because of the pandemic. They may also extend the permissible period for incurring claims for FSA plan years ending in 2020 and 2021, permit post-termination reimbursements for FSA plans, and allow mid-year election changes for FSA plans during plan years ending in 2021.
How an HRA Works
HRAs are available to anyone who has an employer that provides one. HRAs are accounts that an employer sets up for their employees to help them pay for out-of-pocket health-related expenses. This type of account is designed for an employer to help offset health care costs for their employees, up to a fixed amount per year.
Contributions for an HRA are made by the employer only and have no limit on the amount that may be contributed. Employers are not allowed to deduct from employees' wages and salaries for the HRA. This plan is used to reimburse employees for qualified medical expenses.
The HRA is an employer established plan, meaning that you cannot have an HRA through a Marketplace plan or one from a private provider.
It is up to your employer if an HRA plan will roll unused funds into the following period. The money is allowed to stay in your plan for reimbursement use, but employers cannot give their employees any remaining balances.
Because of the pandemic, FSAs and HRAs may reimburse expenses for menstrual care products and over-the-counter drugs without prescriptions incurred for any period beginning on or after Jan. 1, 2020.
Which Type of Health Savings Plan Is Best?
The best health savings plan depends on your situation. If you're enrolled in health insurance through your employer, your options depend on what your employer offers. For example, if your employer offers an HDHP, you could have an HSA. Or your employer may offer an FSA or HRA. If you're unsure what your employer offers, talk to your human resources department.
If you've purchased your health insurance through your state's Marketplace, you can contribute to an HSA only if you've purchased an HDHP.
HSAs offer flexibility, given that you own the account and the funds roll over from year to year. FSAs and HRAs also provide tax advantages and help with funding medical expenses. The right plan for you depends on what you have access to, whether you want to contribute to your plan, and the amount you plan to contribute.