You don’t have to set up claims administration and adjudication. Rather, it is the individual’s responsibility to report expenditures to the IRS (on their annual federal income tax statement) that are not for qualified medical purposes.

Contributions to their HSA can be made on an after-tax basis and taken as an above-the-line deduction on their tax return, or employees can make pre-tax contributions through a Section 125 plan (commonly known as cafeteria plan).

Employer contributions are excluded from any employee's income. Employers must make comparable contributions to all employees' HSAs unless made through a Section 125 plan.

Yes. In general, self-employed, partners and S-Corporation shareholders are not considered employees and cannot receive pre-tax employer contributions. Self-employed can only take an above-the-line deduction for their premium and HSA contributions. S-Corporation and LLCs cannot make pre-tax contributions to owners, shareholders or partners.

A limited-purpose FSA is allowed for specific expenses like dental, vision or preventative care.

Make it easy to understand. Emphasizing employer contributions and/or employee savings instead of higher deductibles helps. Show HSAs are affordable by providing examples of how much can be saved for future use.* Your insurance provider should have these examples or check reliable sources on the internet.

We'll develop an agenda with you to assure your employees have answers to their questions. We'll provide account information and applications. We'll also talk about how employees can get a personal, interest bearing, no monthly service charge checking account with other perks as part of our Benefit Banking package. If you are making contributions to your employees' HSAs, we'll get consent to provide you a list of their HSA numbers and talk with you about options for electronic banking to make those contributions. Finally, we'll open all the employee HSAs and send them checks and a VISA® HSA debit card.