A flexible spending account (FSA) allows eligible employees to set aside pre-tax money via payroll deductions into a tax-free account and use this money to pay for eligible health care expenses. Zenefits offers two types of FSAs:
Employees can enroll in one or both types simultaneously in Zenefits. See this page for a comparison of the primary differences between Health Care and Child & Elderly Care FSAs. The only eligibility requirement for FSA is that the employee is offered benefits. They do not have to enroll in benefits, but the company just needs to offer medical benefits to the employee.
Zenefits does not support varying maximum FSA contribution limits for different workers. Everyone who enrolls in an FSA in Zenefits can contribute up to the IRS limits for Medical (see limits) or Dependent Care (see limits) FSAs.
Outside of Zenefits, employers may set a limit lower than the statutory limits. However, setting a different limit for different classifications of workers can be an issue. Reasonable classifications may be permissible, including, but not limited to:
After your first monthly payment (which is based on the number of employees who actually enroll at the plan's start), your subsequent monthly payments are based on the maximum number of employees enrolled on the plan at any time in the year.
If additional employees enroll later in the year, the number of seats increases, and Zenefits charges for each additional seat.
Let's assume that a company starts the plan year on Jan 1st with 7 seats. On March 1st, 3 more employees start, and one employee leaves the company (and cancels for March 1st). the number of additional seat is (3-1) = 2, so:
Choose the two and a half month extension option to give employees the option to keep using their FSA for new expenses up to two and half months (the grace period) after their FSA plan year ends. The grace period and runout period happen at the same time, so employees can submit claims and use FSA funds for both old and new expenses.
Choose the Rollover option during plan setup to allow your employees to roll over some of their Medical funds that remain after the runout period when they renew their plan. You can choose this amount, up to a limit of $500. Carryover amounts don't count toward the next year's annual contribution limit.
This option does not apply to Dependent Care FSAs.
How much you choose to contribute to your employees' FSAs is up to you, but here are some things to consider when you're making the decision.
If you use Zenefits Pay Connect with your payroll, do the following before your FSA plan starts:
If you have Payroll Reports or Zenefits Payroll, you're all set!
Unlike Medical FSAs, your contributions to Dependent Care FSAs count towards employees' annual limit. The annual limits in 2019 allow you to contribute:
Unlike your Medical FSA contributions, employees will receive the full amount of your Dependent Care contribution, regardless of how much they contribute. When employees enroll in their own Dependent Care FSA, they'll be able to choose whether to contribute an additional amount up to the limit. Learn more. Dependent Care FSAs are funded as the contributions are placed into the account. They are not frontloaded like the Medical Care FSA.
You can match employee's Medical FSA contributions from $0 up to the maximum of $2750 ( 2020 annual limit) and $2700 (2019 annual limit). Since you can't predict ahead of time what employees elect, if any individual employee sets contribution amounts less than yours, Zenefits simply reduces your contribution to match theirs.
If the FSA is a shortened plan year then the maximum contribution and matching amount will be prorated. So if the company is enrolled in the FSA effective 7/1 through 12 /31, the employee would only be able to contribute half of the maximum amount, which would be $1375 for 2020. This would then be the maximum that the employer is able to match.
Complete setup by the 15th of the month prior to your chosen start date. This lead time gives your employees a minimum of 10 days to decide whether to enroll.
If you complete setup after the 15th, the earliest your plan can start is the 1st of the month after next so that your employees still have at least 10 days to decide.
Once the company plan is set up, individual workers will need to complete enrollment by the 25th to start on the 1st of the next month. Anyone who misses the deadline will not be able to enroll until the next renewal, unless they have a qualifying life event.
Keep in mind that enrollees won't be able use the FSA funds until after their plans start, or get reimbursed for purchases made prior to the start of their plans.
As an employer, your monthly costs are based on the number of "seats", which is the maximum number of employees who were enrolled at any time.
The start date you choose can also determine when the plan renews:
If you choose the Calendar Plan Year option, your FSA plan year will be different from your contract's term, and you'll be charged the annual fee twice: once at the start of the Calendar Plan Year, and again when the plan renews in January.
The company will lose the unpaid funds by the employee. This also works the other way. Employees who leave a company prior to spending their FSA funds will have 90 days to submit claims for any expenses incurred prior to leaving the company. After the 90 day period to submit claims any unused funds will be returned to the company.
To start a new company FSA plan at the same time as your insurance, complete plan setup in Zenefits before the 15th of the month prior to your insurance plan's effective date, and choose that effective date as the FSA start date.
Otherwise, simply choose a 1st of the month start date as you like, and enroll by the 15th of the month prior to that date. If you're looking to roll over an existing FSA plan to Zenefits, see these instructions.
Here's how to choose the right FSA contract:
If you offer health insurance to your employees, most of your full time employees are eligible for an FSA. Business owners usually are not eligible. Employees who have HSAs can also have a Dependent Care FSA, but not a Medical FSA.
All eligible employees can enroll in an Medical FSA, but those who'd like to set up a Dependent Care FSA must satisfy some additional requirements, especially if they plan to use the FSA to care for an aging parent or a new baby.
For more information on FSA eligibility, click here.
Offering FSAs can help your company and your employees in the following ways: