HSA, FSA, HRA Overview

Included is a chart that provides an overview of Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), and Health Reimbursement Accounts (HRAs).

The IRS also has a list of eligible medical expenses that can be found here: http://www.irs. gov / pub /irs-pdf/p502.pdf

Health Savings Account (HSA) Flexible Spending Account (FSA) Health Reimbursement Account (HRA)
Eligibility Only employees enrolled in an HSA- compatible, high-deductible medical plan. All employees. All employees.
Who can put money in? Both employer and employee Both employer and employee Employer only
When can contributions be changed? At any time Once a year Once a year
What happens to excess funds at the end of the year? Employees keep them Returned to employer Returned to employer
When are funds available? Only as deposited in the account Full amount on day 1 - Even if the employee has only contributed a portion of the annual amount Full amount on day 1
Maximum Contribution

$ 3 ,400 (Single 2017)

$ 6 ,750 (Family for 2017)

$ 2 ,600 (2017) by employee and $ 2 ,600 (2017) by employer for medical
$ 5 ,000 for dependent care
No limit
Use this... ...in combination with an HSA- compatible, high- deductible medical plan ...to give all employees (including those not enrolled in an HSA- compatible medical plan) the ability to put pre-tax dollars towards medical expenses ...to pay for employee deductibles and medical expenses

Combining Benefits

Employees should not enroll in a Health Savings Account (HSA) and Flexible Spending Account (FSA) at the same time. If an employee would like to enroll in both, the employee should enroll in the Dependent Care FSA and the HSA. They should not enroll in both the HSA and FSA medical care account.

Zenefits does not offer limited FSAs which are meant to be paired with an HSA. For more information about the FSA options available through Zenefits, see the Getting Started with FSAs page.

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