{"id":371,"date":"2019-05-29T08:07:29","date_gmt":"2019-05-29T08:07:29","guid":{"rendered":"http:\/\/cdhp.sourceitmarketing.com\/wordpress\/?p=371"},"modified":"2019-05-30T04:01:50","modified_gmt":"2019-05-30T04:01:50","slug":"advancing-hsa-funds","status":"publish","type":"post","link":"https:\/\/www.flexiblebenefit.com\/cdhp\/advancing-hsa-funds\/","title":{"rendered":"Advancing HSA Funds"},"content":{"rendered":"\n<p><span style=\"font-size:16px;\">While we continue to hear about the rapid growth of Health Savings Accounts (HSAs),<br \/>\n            there is one feature about Health Flexible Spending Accounts (Health <\/span><span\n            style=\"font-size:16px;\">FSAs<\/span><span style=\"font-size:16px;\">) that keeps some employees enrolled in<br \/>\n            this type of consumer-driven account (CDA). That\u2019 s the uniform coverage requirement of Health <\/span><span\n            style=\"font-size:16px;\">FSAs<\/span><span style=\"font-size:16px;\">.<\/span><\/p>\n<p><span style=\"font-size:16px;\">Health FSAs require the employer to make the entire annual election available to<br \/>\n            employees at the start of the plan year. This is referred to as uniform coverage. HSAs, on the other hand,<br \/>\n            don\u2019 t have a uniform coverage requirement. Only the funds that have been contributed to date are available<br \/>\n            for the employee to use with an HSA.<\/span><\/p>\n<p><span style=\"font-size:16px;\">This is an area where some employers are becoming more creative with their HSA.<br \/>\n            Those employers wishing to increase their HSA enrollment and\/or offer an enhanced benefits package are<br \/>\n            advancing funds to their employee\u2019 s HSAs. This concept is simple, gives the appearance of uniform coverage,<br \/>\n            and may be very appealing to employees.<\/span><\/p>\n<p><span style=\"font-size:16px;\">Let\u2019s assume an employee wanted to put $2,400 into their HSA and the employer had<br \/>\n            24 pay periods. Using a traditional funding mechanism, the employee would have $100 withheld from each<br \/>\n            paycheck and put into their HSA. The HSA balance would accumulate over time and at the end of the year, the<br \/>\n            employee would have $2,400 in their account (assuming there were no withdrawals).<\/span><\/p>\n<p><span style=\"font-size:16px;\">With advancing, the employer would contribute $2,400 to the employee\u2019s HSA at the<br \/>\n            start of the year. The employee would still have $100 withheld from each paycheck, but the withholding would<br \/>\n            be retained by the employer. The employee pays back the advanced contribution under this method.<\/span><\/p>\n<p><span style=\"font-size:16px;\">It should be noted there are some risks to the employer. Most notably would be an<br \/>\n            employee who received an advanced contribution and terminated their employment prior to paying the employer<br \/>\n            back. Employers can generally recoup any outstanding amounts owed on an employee\u2019 s final paycheck, but if<br \/>\n            the outstanding balance exceeds the amount of the final paycheck, the employer will be on the hook for that<br \/>\n            amount of the advancement.<\/span><\/p>\n<p><span style=\"font-size:16px;\">One way to reduce the above-mentioned risk is to limit the amount of the<br \/>\n            advancement. For example, an employer may only allow for advancements of up to $1,000. And for most<br \/>\n            employers, even if there are losses attributed to the advancements, these losses are offset by payroll tax<br \/>\n            savings.<\/span><\/p>\n<p><span style=\"font-size:16px;\">HSA contributions avoid Medicare and Social Security taxes that employees must pay<br \/>\n            and employers are required to match. When taking into account HSA contributions made by all employees, the<br \/>\n            payroll taxes avoided are likely to exceed any potential losses from the advancements.<\/span><\/p>\n<p><span style=\"font-size:16px;\">Advancing HSA contributions isn\u2019t for everyone, but it\u2019s most certainly something<br \/>\n            employers should evaluate and consider.<\/span><\/p>\n<p>&nbsp;<\/p>\n","protected":false},"excerpt":{"rendered":"<p>While we continue to hear about the rapid growth of Health Savings Accounts (HSAs), there is one feature about Health Flexible Spending Accounts (Health FSAs) that keeps some employees enrolled in this type of consumer-driven account (CDA). 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