Health Savings Accounts (HSA) – A great way to help your employees maximize the savings of their health care spending is by offering a health savings account or HSA. With an HSA, employees can invest pretax earnings into an account that grows through investment, which can also be used to pay for health care costs. Money that is left over in an HSA account may be used for retirement savings or, if an employee takes a new position at a different company, the money in the account can be “rolled over” to be used for medical expenses there.
Health Reimbursement Arrangement – A health reimbursement arrangement or HRA is similar to an HSA in that it uses pretax dollars to pay for services. However, with an HRA, the employer sets aside a portion of money to reimburse employees for their out-of-pocket health expenses. HRA’s have some flexibility built into them, which is something that appeals to many businesses. Due to their flexible nature, an HRA can be designed specifically to suit the needs of your company and its employees.
Flexible Spending Accounts (FSA) – A third option for reducing the cost of health care services through a tax-sheltered account is a flexible spending account. With an FSA, employees can earmark part of their earnings to be put into the account, which can then be used to pay for certain types of health care services. Flex spending accounts appeal to employees because it allows them to save on their out-of-pocket costs, while employers enjoy the benefit of reduced payroll taxes.