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If you are benefits eligible and enroll as a new employee during the initial enrollment period, your coverage begins on the first of the month following your date of hire.
The benefit choices you make upon initial enrollment or during the annual open enrollment period will remain in place until the next Open Enrollment or change in family status, also known as a qualifying event. These qualifying events include:
Should one of these events apply to you, it is your responsibility to contact Human Resources within 30 days to ensure continued coverage for those who are eligible. You have 30 days from the date of the qualifying event to submit the corresponding changes to your benefits.
An “HSA”, or Health Savings Account, is like a 401(k) for healthcare. This pre-tax benefit account, paired with your qualified high-deductible health plan, is used to pay for eligible out-of-pocket medical, dental, and vision expenses. You can earn interest on the money in your account and invest it so that it grows over time. An HSA works like a Healthcare Flexible Spending Account (FSA), except that the money in your account is yours even if you leave your company or if you have money left over at the end of the plan year.
To qualify and be eligible to make contributions into an HSA, you must meet all of the following conditions:
There are two ways to fund your HSA:
For 2025, the annual contribution limits are: $4,300 for an individual HSA policy and $8,550 for a family HSA policy.
Exception: If you are age 55 or older as of December 31, 2025, you may contribute an extra $1,000 as a catch-up deduction under both individual and family policy coverage for 2025.
These limits are set by the IRS and may change year to year.
Unlike a Healthcare FSA, the funds in your HSA must accumulate in your account before you can use them. You can easily monitor your balance on your HSA bank’s website and you should receive monthly statements as well.
There are two ways to make additional contributions to your HSA.
Alternatively, you may simply note the following information on your check and mail it to the bank:
Eligible individuals who are age 55 or over as of December 31, 2025 are allowed to make additional “catch-up” contributions to their HSAs. The catch-up contribution is set by the IRS and the limit for 2025 is $1,000.
Yes; however, the catch-up contribution cannot be combined and put into one HSA: each spouse must open an HSA and put the catch-up amount into his/her own respective HSA account.
Yes, you can contribute to your HSA as long as you are an eligible individual and have not enrolled in Medicare Part A, B, or D. Once you enroll in Medicare you may no longer contribute to your HSA.
For example, if you enroll in Medicare on July 21, you are no longer eligible to contribute to an HSA as of July 1. Your maximum contribution for that year would be for 6 months of that year (you were eligible the first six months of the year.) Remember to also include ½ of the catch-up amount for that year.
If you turn age 65 and are still working and are not enrolled in Medicare, you are still eligible to contribute to your HSA, including the catch-up amount.
If you enroll in a qualified HDHP midyear,* you may still make the maximum annual contribution into your HSA. However, you must remain enrolled in the plan until the end of the following calendar year in order to avoid potential tax issues.
* You need to enroll in a qualified HDHP prior to December 1.
– See more at: https://www.irs.gov
You may contribute to your HSA until your tax filing due date (for most people, that date is April 15 of the year following the tax year).
You’d be surprised by how many different kinds of expenses are covered under an HSA.
In general, you can use your HSA to pay for any qualified medical expense. Qualified medical expenses are defined by the IRS and include medical care, dental and vision care expenses, prescription drugs, and payments for long term care services and insurance.
An HSA may reimburse certain types of insurance premiums, such as COBRA continuation, or any health insurance plan maintained while receiving unemployment compensation under federal or state law for the HSA holder or for his/her spouse or dependents. If you have an HSA and are age 65 or older (whether or not you’re entitled to Medicare), you may use your HSA to pay for any deductible health insurance, such as retiree medical coverage other than a Medicare supplemental policy.
– See more at: https://www.irs.gov
Generally, you cannot treat insurance premiums as qualified medical expenses unless the premiums are for:
For (2) and (3) above, your HSA can be used for your spouse or a dependent meeting the requirement for that type of coverage. For (4) above, if you, the account beneficiary, are not 65 years of age or older, Medicare premiums for coverage of your spouse or a dependent (who is 65 or older) generally are not considered a qualified medical expenses.
– See more at: https://www.irs.gov
Yes, you can withdraw funds from your HSA at any time. But please keep in mind that if you use your HSA funds for any reason other than to pay for a qualified medical expense, those funds will be taxed as ordinary income, and the IRS will impose a 20% penalty.
After you reach age 65 or if you become disabled, you can withdraw HSA funds without penalty but the amounts withdrawn will be taxable as ordinary income.
Yes, you can use your HSA to pay the qualified medical expenses for your spouse and dependents, as long as their expenses are not otherwise reimbursed.
Yes. If an account beneficiary has reached age 65, premiums for Medicare Part D for the account beneficiary, the account beneficiary’s spouse, or the account beneficiary’s dependents are considered qualified medical expenses.
– See more at: https://www.irs.gov
No, there is no minimum spending limit for your HSA, and the entire balance can be carried over from year to year.
No, there is no limit for how much you can carry over from year to year in your HSA.
Yes, the law allows a one-time transfer of IRA assets to fund an HSA.
The amount transferred may not exceed the amount of one year’s contribution and individuals must be otherwise eligible to open an HSA. Transfers are not taxable as IRA distributions; however, amounts transferred into an HSA from an IRA are not deductible. IRS Publication 969 provides more information.
– See more at: https://www.irs.gov
At or after age 65, you can withdraw your HSA funds for non-qualified expenses at any time, although they are subject to regular income tax. You can avoid paying taxes by continuing to use the funds for qualified medical expenses.
If you are age 65 or older, premiums for Medicare Part A, B, C or D, Medicare HMO, and employee premiums for employer-sponsored health insurance can be paid from an HSA.
– See more at: https://www.irs.gov
It’s easy. Simply decide how much you want to contribute to your HSA each year and funds are automatically withdrawn from your paycheck for deposit into your account before taxes are deducted. This means you pay less in taxes and take home more of your pay.
HSA contributions are deposited in an FDIC-insured, interest-bearing account from which you can draw from at any time. You can choose how much you would like to invest and how much you would like to keep available for your eligible medical expenses. Any funds you put into your HSA and don’t use during the plan year stays with you, even if you change employers or retire. And it’s there for you today, tomorrow, or anytime in the future.
No. It doesn’t matter how much money you earn. Anyone who is covered by a qualified high-deductible health plan is eligible to enroll in an HSA.
Yes, you and your spouse may both have an HSA. However, the contributions to both HSAs cannot exceed the annual family limit. The IRS regulations limit the total amount you both may contribute to your HSAs. For 2025, the annual family contribution limit is $8,550.
If your spouse has a traditional health insurance plan, such as a PPO or HMO, that provides individual coverage only, then yes, you are eligible to participate in an HSA, but only if you are enrolled a high-deductible health plan and your spouse doesn’t also have a Healthcare FSA or HRA that covers your healthcare care expenses.
If your spouse has a traditional health insurance plan that provides family coverage, and you have not exempted from that coverage, then no, you are not eligible to participate in an HSA. However, if your spouse has a traditional health insurance plan that covers him/her and your children only, then you are eligible to participate in an HSA.
– See more at: https://www.irs.gov
It depends. If your spouse has an individual health insurance policy with no other insurance, and you are enrolled in a high-deductible health plan, then yes, you are eligible to participate in an HSA.
But if your spouse participates in a Healthcare FSA or HRA, and those benefits cover your healthcare expenses too, then no, you are not eligible to participate an HSA. Why? Even though you are not covered by your spouse’s health insurance, the IRS considers your spouse’s Healthcare FSA or HRA to be “other insurance.”
An exception would be if your spouse has an HSA-Compatible FSAs or what’s sometimes referred to as a “limited-purpose” HRA that covers dental and vision care expenses only. If your spouse participates in either an HSA-Compatible FSA or a limited-purpose HRA, then yes, you may participate in an HSA.
– See more at: https://www.irs.gov
This is one of the best things about an HSA: it’s yours! Your HSA is yours and yours alone. It is yours to keep, even if you resign, are terminated, retire from, or change your job. You keep your HSA and all the money in it, but keep in mind that there may be nominal bank fees if you are no longer enrolled in your HSA through your employer.
Almost anyone can contribute to your HSA—you, your spouse, your employer, your family members. For example, if you enrolled in an HSA through your employer, both you, as the employee, and your employer may make contributions. Additionally, your spouse may contribute to your HSA on behalf of other family members (e.g., your children) as long as the other family members are covered under the high-deductible health plan and are not otherwise insured.
HSA contributions in excess of the IRS annual contribution limits ($4,300 for individual coverage and $8,550 for family coverage for 2025) are not tax deductible and are generally subject to a 6% excise tax.
If you’ve contributed too much to your HSA this year, you can do one of two things:
– See more at: https://www.irs.gov
A Healthcare Flexible Spending Account, or “FSA,” is a pre-tax benefit account that you can use to pay for eligible medical, dental, and vision care expenses that aren’t covered by your health insurance plan. You decide how much to contribute to your Healthcare FSA each year, and funds are withdrawn automatically from each paycheck for deposit into your account before taxes are deducted. The total amount you elect to contribute to your Healthcare FSA each year is available on the first day of your plan year.
The FSA plan has a carryover, allowing enrollees roll over up to $640 of unused amounts in the Health Flexible Spending Account remaining at the end of one Plan Year to the immediately following Plan Year. All claims incurred during the plan year must be submitted within 90 days from the end of the plan year. Eligible expenses submitted (online, fax, debit card, etc.) to Navia will be reimbursed promptly. Funds greater than $640 (carryover limit) past 90 days following the plan year are forfeited.
Only claims incurred prior to your termination date are eligible for reimbursement and you will have 30 days following your termination to submit receipts for reimbursement. If you have contributed more to your healthcare FSA than you have spent, then you are eligible to continue the plan via COBRA. If you have spent more than you have contributed via payroll deductions, then you cannot continue the plan via COBRA.
A Dependent Care Flexible Spending Account, or “FSA,” is a pre-tax benefit account used to pay for dependent care services while you are at work. The money you contribute to a Dependent Care FSA is not subject to payroll taxes, so you end up paying less in taxes and taking home more of your paycheck. Under this type of account, a “dependent “ is a child under 13 years of age (until the day of their 13th birthday) and adult dependents who can’t take care of themselves. Please keep in mind that dependents must live with you and be claimed as dependents on your tax return. Please review the eligible expense list to see what’s covered under your Dependent Care FSA.
All claims incurred during the plan year must be submitted within 90 days from the end of the plan year. Eligible expenses submitted (online, fax, debit card, etc.) to Navia will be reimbursed promptly. All excess funds past 90 days following the plan year are forfeited.
Only claims incurred prior to your termination date are eligible for reimbursement and you will have 30 days following your termination to submit receipts for reimbursement.
Please submit the below form or email [email protected], directly.