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Healthcare FSA

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What is a Healthcare FSA?

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 You decide how much to contribute to your Healthcare FSA each year, and funds are withdrawn automatically from each paycheck for deposit into your account before taxes are deducted.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.

Generally, you need to spend the funds in your Healthcare FSA within the plan year. However, your employer may provide you a grace period of 2-½ months after the end of the plan year to spend funds left in your account. Or your employer may allow you to carry over up to $500 left in your account into the next plan year.

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What kinds of expenses are covered by a Healthcare FSA?

A lot of different kinds, you would be surprised. Your Healthcare FSA covers hundreds of eligible healthcare expenses, like co-payments for doctor visits, prescription drugs, and new eyeglasses or contact lenses.

Here's a handy list of eligible expenses to review, download, or print out for future reference. Please keep in mind that IRS rules determine which expenses are eligible, and some expenses require a doctor's note or prescription to be eligible for reimbursement under your Healthcare FSA.

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Which expenses are not covered by a Healthcare FSA?
Your Healthcare FSA does not cover these expenses:
- Cosmetic surgery and procedures
- Dental whitening
- Expenses for healthcare services rendered outside the coverage period
- Expenses reimbursed by an insurance provider or another health plan
- Family or marriage counseling
- Herbs, vitamins, supplements, or other over-the-counter items used for general health
- Insurance premiums
- Personal use items (e.g., toothpaste, shaving cream, cosmetics)
Looking for a particular type of expense? Please check the list of eligible expenses or log into your WageWorks account for a comprehensive list of eligible expenses under your particular Healthcare FSA.

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How is a Healthcare FSA funded?
You fund your Healthcare FSA through your employer. During your company's Open Enrollment period, you tell your employer how much you would like to contribute to your account for the coming year. The maximum amount you can contribute is determined by the IRS. For 2017, it is $2,600. Your employer then deducts your contribution amount (in equal portions) from your paychecks throughout the plan year. And the good news - you don't have to wait for funds to build up in your Healthcare FSA! Your entire annual election amount is available to you on the first day of your plan year. If you are carrying funds over from the previous plan year (up to $500), that counts in addition to your maximum annual contribution, so you could have a balance of as much as $3,100.

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How do I use my Healthcare FSA funds?
There are several ways you can use the funds in your Healthcare FSA:
- You can use the WageWorks® Healthcare Card associated with your Healthcare FSA to pay for eligible healthcare products and services.
- You can arrange to have your healthcare provider paid directly from your Healthcare FSA.
- You can also be reimbursed for the eligible expenses you pay out of pocket.
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What happens to my Healthcare FSA funds at the end of the year?
It depends on the type of Healthcare FSA program your employer has in place. There are three scenarios for funds that are left unspent in your account at the end of the plan year:
1. If you have a Healthcare FSA with Carryover, you can carry over up to $500 into the next plan year.
2. If you have a Healthcare FSA with Grace Period, you have up to 2½ months after the end of the plan year to use unspent funds before you lose them.
3. If you have a standard Healthcare FSA, you lose any unspent funds at the end of the plan year.
Your employer decides on which type of FSA account they offer. To find out which scenario applies to you, log into your WageWorks account or ask your employer.

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What happens to my Healthcare FSA funds when I leave my employer?
Unfortunately, we can't be too specific with this answer because it depends on your employer's Healthcare FSA program. Often employers offer a period of time when you can still submit claims so you can spend down funds remaining in your Healthcare FSA. You may also be able to extend the period of time to use your Healthcare FSA funds if you elect COBRA after you leave your job. But please keep in mind that you need to incur all eligible expenses before your last day of work. We recommend asking your employer about your options.

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Can I change my election if I use up all my Healthcare FSA funds before end of the plan year?
Sorry, you can only change the amount you contribute to your Healthcare FSA if you meet one of these special circumstances, which are determined by the IRS:
- A change in marital status (such as marriage, divorce, or death of your spouse)
- A change in the number of your dependents (such as the birth or adoption of a child, or death of a dependent)
- A change in employment status of you, your spouse, or your dependent
- An event that causes your dependent to satisfy or cease to satisfy an eligibility requirement for a particular benefit
- A change in residence of you, your spouse, or your dependent
- A change in cost in coverage
If you believe you qualify for a change of your election, please contact your employer. To make sure you’re contributing the right amount to your Healthcare FSA—neither too much nor too little—we recommend that you carefully estimate your healthcare expenses prior to your company’s next Open Enrollment period, at which time you can adjust your election amount for the next plan year.

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Can I change my election if I don't use up all my FSA funds before end of the year?
Sorry, you can only change you election if you meet any of these special circumstances, which are determined by the IRS:
- A change in marital status (such as marriage, divorce or death of your spouse)
- A change in the number of your dependents (such as birth or adoption of a child, or death of a dependent)
- A change in employment status of you, your spouse, or dependent
- An event that causes your dependent to satisfy or cease to satisfy an eligibility requirement for a particular benefit
- A change in residence of you, your spouse, or dependent
- A change in cost in coverage
If you believe you qualify for a change of your election, please contact your employer. And if your employer offers carryover, don't forget you can carry over up to $500 of unused funds into the next plan year, so you won't lose them, even if you don't spend them in the first year.

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Can I pay my domestic partner's medical expenses with my Healthcare FSA, if I have a family plan?
Sorry, your domestic partner's medical expenses cannot be reimbursed under your Healthcare FSA, according to current IRS Regulations. You must be legally married to use your Healthcare FSA to pay for your spouse's eligible healthcare expenses.

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What is a Letter of Medical Necessity?
A Letter of Medical Necessity is the same as a Doctor's Statement. It's a letter written by your doctor, verifying that the medication you are buying with your Healthcare FSA is for a diagnosis, treatment, or prevention of a disease. This letter is required by the IRS for certain eligible expenses. Review the list of eligible expenses to see if you need a Letter of Medical Necessity for a particular type of expense. Download the Letter of Medical Necessity form.

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What is a Doctor's Statement?
A Doctor's Statement is the same as Letter of Medical Necessity. It's a letter written by your doctor, verifying that the medication you are buying with your Healthcare FSA is for a diagnosis, treatment, or prevention of a disease. This statement is required by the IRS for certain eligible expenses. Review the list of eligible expenses to see if you need a Letter of Medical Necessity for a particular type of expense. Download the Letter of Medical Necessity form.

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Is a Healthcare FSA the same thing as a Dependent Care FSA?
No. Although both are Flexible Spending Accounts, a Healthcare FSA is very different from a Dependent Care FSA. A Healthcare FSA is to help you pay for healthcare expenses for you and your dependents. A Dependent Care FSA is to help you pay for childcare and elder care expenses so you can continue to work.

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What is an Healthcare FSA with Carryover?
A Healthcare FSA with Carryover is a type of Healthcare FSA that may be offered by your employer. With this type of Healthcare FSA, you can carry over up to $500 remaining in your account from one plan year to the next. To find out if you have a Healthcare FSA with Carryover, log into your WageWorks account or ask your employer. Browse the Healthcare FSA with Carryover FAQs for more information.

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What is a run-out period? How do I know if I have a run-out period associated with my Healthcare FSA?
A run-out period is a timeframe in the new plan year during which you can file claims for expenses incurred in the previous plan year. This timeframe is established by your employer—not the IRS. While timeframes vary from employer to employer, a 90-day run-out period is common. If your plan year ends on December 31, and you have a 90-day run-out period, you have until March 31 of the following plan year to use money left in your Healthcare FSA.

To find out if you have a run-out period associated with your Healthcare FSA, log into your WageWorks account or ask your employer.

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Which account pays eligible expenses first—my HRA or my Healthcare FSA?
Typically funds in a Healthcare FSA are used first to pay for eligible expenses. But your HRAs is customized by your employer; therefore, your plan may be different. We recommend that you ask your employer for details on your HRA.

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What is a grace period? How do I know if I have a grace period associated with my Healthcare FSA?
A grace period is a timeframe in the new plan year during which you can incur new expenses and file claims. This timeframe, established by your employer, is up to 2½ months after the end of the plan year. If your plan year ends on December 31, and your have a grace period, you have until March 15 to incur new expenses and use money left in your Healthcare FSA to pay them.

To find out if you have a grace period associated with your Healthcare FSA, log into your WageWorks account or ask your employer.

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What happens if I have both a run-out period and a grace period? How do I know if I have both?
If your Healthcare FSA offers both a run-out and grace period, you may incur additional new expenses in the new plan year through the end of your grace period. But make sure you file claims for these expenses by the end of your run-out period.

To find out if you have both a run-out and grace period associated with your Healthcare FSA, log into your WageWorks account or ask your employer.

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How do I get paid back for expenses I pay for directly?
There are two ways to submit a receipt for reimbursement:
1. Through the WageWorks EZ Receipts® mobile app. Use your mobile device to snap a photo of your receipts and submit them for reimbursement.
2. Though your WageWorks account. Log into your account, select the Pay Me Back option, upload a digital image of your receipt, and submit your claim.
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What is carryover? How do I know if I have carryover associated with my Healthcare FSA?
Carryover is an option for Healthcare FSAs that became available in 2013. The carryover option lets you carry over up to $500 remaining in your account from one plan year to the next. You don’t have to worry about losing money left unspent in your account at the end of the plan year, or the end of a run-out or grace period. A Healthcare FSA with Carryover minimizes your “use it or lose it” risk.

To find out if you have a Healthcare FSA with Carryover, log into your WageWorks account or ask your employer. Browse the Healthcare FSA with Carryover FAQs below for more information.

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What is FSAStore.com?
FSAStore.com is the only one-stop online shop stocked exclusively with Healthcare FSA-eligible products and services. WageWorks has partnered with FSAStore.com to make it even easier for you to use your WageWorks Healthcare FSA dollars—and get the best value from each dollar spent. Every item for sale at FSAStore.com is eligible for Healthcare FSA reimbursement—and there are more than 4,000 eligible products to choose from.

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Can I use my WageWorks Healthcare Card at FSAStore.com?
Yes! When you use your WageWorks Healthcare Card to buy products and services from FSAStore.com, your card transactions are automatically verified—no more submitting receipts! And all FSAStore.com items are guaranteed to be eligible for reimbursement under your WageWorks Healthcare FSA. Keep in mind that FSAStore.com items with an “Rx” icon require a prescription from your doctor to be eligible for Healthcare FSA reimbursement. But FSAStore.com makes it really easy—they’ll submit prescription requests to your healthcare provider on your behalf so you can get reimbursed quickly.

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Are all products on FSAStore.com eligible for reimbursement under my WageWorks Healthcare FSA?
Yes! FSAStore.com items with a “FSA-OK” icon are eligible without a prescription. And items with a “FSA-Rx” icon are eligible for reimbursement with a prescription from your doctor.

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Do I have to submit receipts for my purchases at FSAStore.com?

If you use your WageWorks Healthcare Card to pay for FSAStore.com items, then no, you typically don’t have to submit receipts to verify the eligibility of your purchases. FSAStore.com is a certified IIAS merchant, and WageWorks can verify the eligibility of your purchase without needing additional documentation in most cases.

Keep in mind that if you use another form of payment to pay for FSAStore.com items and submit a claim for reimbursement, you need to submit a receipt to verify the eligibility of your purchase. We recommend that you always keep receipts in the event that information needs to be verified.

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Does WageWorks share my information with FSAStore.com?
No. WageWorks does not share any of your information with FSAStore.com.

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I have just received a bill for a visit to the doctor last year in December. Can I use this year's FSA money to pay it?"
Refer to your coverage period shown on your dashboard. To be eligible for payment the date of service must fall within your coverage period.

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Healthcare FSA with Carryover

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How do I know if I have a Healthcare FSA with Carryover?
To find out if you have a Healthcare FSA with Carryover, log into your WageWorks account or ask your employer.

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Is the carryover option for Healthcare FSAs only, or is it available with other benefit accounts?
The carryover option is available with a Healthcare FSA and an HSA-Compatible FSA. It is not available with a Dependent Care FSA.

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When will the funds remaining in my Heatlhcare FSA for this plan year carry over into the new plan year?
Your funds will be available on the first day of the new plan year. The amount that's carried over is determined at the end of any run-out period for the previous plan year.

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Does the carryover amount count against the $2,600 maximum I'm able to contribute to my Healthcare FSA for this plan year?
Good news! No. You can still contribute up to $2,600 (or the limit set by your employer) even if you carry over $500 from the previous plan year.

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Can my employer offer the carryover and a grace period?
Sorry, your employer can only offer a Healthcare FSA with a grace period OR the carryover option during the same plan year—not both.

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Is there a minimum or a maximum amount that can be carried over?
Your employer can choose to allow a carryover of any amount up to $500 per participating employee per plan year. WageWorks encourages all employers to allow the maximum $500 carryover amount.

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When is my carryover balance available for me to use?
Your carryover balance is available to you on the first day of the new plan year.The carryover amount is available to pay 2014 expenses and 2015 expenses during the 2014 plan run-out period. You do not have to make a new contribution election for the new plan year to receive the carryover funds.

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What happens if I have a carryover balance but I do not re-elect a Healthcare FSA?
If you don’t re-elect a Healthcare FSA, your employer may make some options available to you, including:
- Your carryover balance may be defaulted to a Healthcare FSA for the new plan year automatically; or
- Your carryover balance may default to an HSA-Compatible FSA; or
- You may forfeit your previous plan year balance rather than carry it over to the new plan year.
Ask your employer which option applies to you.

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Do carryover funds affect my coverage?
No. If you are eligible for the carryover (if you have a carryover balance and did not forfeit the carryover), you will have the available carryover balance transferred into the 2014 plan as an adjustment—with the same coverage (limited or standard) as the 2014 plan unless your employer directs otherwise.

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Which funds will be used first—the funds in my 2015 Healthcare FSA or my carryover balance from my 2014 Healthcare FSA during the run-out period?
The 2015 (current) plan year will pay first and the 2014 (carryover) plan will pay second. You get the best use of your funds by having the current plan year pay first, and the previous plan year pay second.

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How long can funds be carried over? Are multiple year carryovers permissible?
Great news! Funds may be carried over indefinitely. There is no time limit. Keep in mind that your employer may choose to limit the years that carried over funds can be accessed. For example, if you have unused funds from Plan Year 1, you make no election in Plan Year 2, and you don’t submit any claims for Plan Year 1, your employer may choose to have the unused amounts of Plan Year 1 expire at the end of the Plan Year 2. Ask your employer if there are any limits to how long your unused funds may carry over from one plan year to the next.

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What happens to my carryover balance if I quit my job before I’ve used it?
Sorry, we can't be too specific about this answer because it depends on your employer's Healthcare FSA program. Often employers offer a period of time when you can still submit claims so you can spend down funds remaining in your Healthcare FSA. You may also be able to extend the period of time to use your Healthcare FSA funds if you elect COBRA after you leave your job. But please keep in mind that you need to incur all eligible expenses before your last day of work. We recommend asking your employer about your options.

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If I have a carryover balance and am fired or laid off midyear, can I take the funds with me?
Sorry, carryover balances are nontransferable. You must be an active participant on the last day of the plan year in order to have funds carried over to the next plan year.

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May I carry over a balance of up to $500 if my maximum Healthcare FSA contribution limit is less than $2,600?
Yes, the $500 carryover option is available for any Healthcare FSA contribution level your employer elects.

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To be eligible to carry over a Healthcare FSA balance, do I have to re-enroll in a Healthcare FSA in the new year?
No. If you don't re-enroll in a Healthcare FSA for the new plan year, but you still have funds remaining in your account to be carried over, you will be automatically re-enrolled in a Healthcare FSA for the new plan year with an election amount of $0.

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Is there a deadline for using my carryover balance every year?
No. If any funds remain in your Healthcare FSA at the end of the current plan year, you carry over up to $500 into the subsequent year, indefinitely. Your carryover balance can be used at any time for expenses incurred in the new plan year (in addition to the elected payroll deductions).

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How will I know if I have a carryover balance?
Log into your WageWorks account. Your account balance, including your carryover balance, and other important account information will show up in a pop-up window. This window will pop up each time you log into your WageWorks account before the plan end date. Once the new plan year begins, WageWorks will send you information about your new year plan account.

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I was enrolled in a Healthcare FSA in 2014. In 2015, I enrolled in an HSA. Am I still eligible to participate in an HSA if I have a carryover balance from my 2014 Healthcare FSA?

If your employer offers a Healthcare FSA with Carryover, you should elect an HSA-Compatible FSA for the new plan year so you can carry over up to $500 and contribute to an HSA to maximize your savings. If you don’t enroll in an HSA-Compatible FSA, you forfeit the remaining balance in your Healthcare FSA.

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HSA

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What is an HSA?
A Health Savings Account, or "HSA," is like a 401(k) for healthcare. This pre-tax benefit account, in conjunction with your qualified high-deductible health plan, is used to pay for eligible out-of-pocket medical, vision, and dental 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 if you leave your company or if you have money left over at the end of the plan year.

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How do I fund my HSA?
There are two ways to fund your HSA:
1. Automatic payroll deductions. During your company's Open Enrollment period, tell your employer how much you would like to contribute to your HSA for the coming plan year. Your employer will deduct that amount (in equal portions) from your paychecks, before taxes are deducted, throughout the plan year.
2. Direct contributions. You can contribute additional funds to your HSA at any time. While these contributions aren’t tax-free, they can be deducted on your tax return.
And keep in mind that you only have access to the funds that have been deducted from your paycheck. Your HSA does not fully fund on the first day of the plan year.

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How much can I contribute to my HSA?

For 2017, the annual contribution limits are: $3,400 if you are covered by an individual HDHP policy $6,750 if you are covered by a family HDHP policy. Exception: If you are age 55 or older as of December 31, 2016, you may contribute an extra $1,000 as a catch-up deduction under both individual and family policy coverage for 2017.

For 2018, the annual contribution limits are: $3,450 if you are covered by an individual HDHP policy or $6,900 if you are covered by a family HDHP policy. Exception: If you are age 55 or older as of December 31, 2017, you may contribute an extra $1,000 as a catch-up deduction under both individual and family policy coverage for 2018.

These limits are set by the IRS and may change year to year.

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Is the total election amount available in my HSA on day one of the plan year, like a Healthcare FSA?
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 in your WageWorks account either online or on our Mobile App so you are always aware of your latest balance.

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How do I make additional contributions to my HSA?
There are two ways to make additional contributions to your WageWorks HSA.
1. Electronic deposit. The easiest and fastest way is to make an electronic deposit to your HSA. Log into your WageWorks account for instructions.
2. Check deposit. Log into your WageWorks account and go to the Help section. Download, print, and complete the HSA Contribution Form, and mail the form along with a check to: WageWorks PO Box 9813 Providence, RI 02940-8013
Alternatively, you may simply note the following information on your check and mail it to the above address:
- The tax year of your contribution (between January 1 and April 15, you can make a current or prior year contribution)
- The type of contribution (regular or rollover)
- Your account number
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What is a catch-up contribution?
Eligible individuals who are over age 55 by the end of the calendar year are allowed to make additional “catch-up” contributions to their HSAs. The catch-up contribution is set by the IRS and the limit for 2017 is $1,000.

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Can both spouses make a catch-up contribution?
Yes; however, the catch-up contribution can't be combined and put into one HSA: each spouse must open an HSA and put the catch-up amount into his/her own respective account.

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Can I contribute to my HSA if I am age 65 and covered under an HDHP?

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.

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What if I enroll in an HSA and HDHP in the middle of the year?

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.

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What is the deadline to make my HSA contributions?
You may contribute to your HSA until your tax filing due date (for most people, that date April 15 of the year following the tax year).

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What kinds of expenses are covered by an HSA?

You'd be surprised by how many different kinds of expenses are covered under an HSA. Check out this list of eligible expenses.

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, vision and dental 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.

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Can I use my HSA to pay for health insurance premiums?

Generally, you cannot treat insurance premiums as qualified medical expenses unless the premiums are for:

a. Long-term care insurance, subject to IRS mandated limits based on age and adjusted annually (see IRS Publication 502: Long-Term Care).

b. Healthcare continuation coverage (such as coverage under COBRA – see IRS Publication 502: COBRA Premium Assistance.

c. Healthcare coverage while receiving unemployment compensation under federal or state law.

d. Medicare and other healthcare coverage if you are 65 or older (other than premiums for a Medicare supplemental policy, such as Medigap).

For (b) and (c) above, your HSA can be used for your spouse or a dependent meeting the requirement for that type of coverage. For (d) 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.

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Can I withdraw the funds from my HSA at any time?

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.

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What sort of investment options do I have with my HSA?

You may invest your HSA funds in bank accounts, money market accounts, mutual funds, and stocks. You may not invest in collectibles, art, automobiles or real estate. Log into your WageWorks account to see what kinds of investment options you have.

A best practice is to keep a small liquid balance in your HSA to use to pay for current eligible expenses.

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Can I use my HSA funds for my family members, although I only have insurance coverage for myself?
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.

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Are Medicare Part D premiums considered qualified medical expenses?
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.

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Is there a spending limit for my HSA?
No, there is no minimum spending limit for your HSA, and the entire balance can be carried over from year to year.

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Is there a limit to how much I can carry over from one plan year to the next?
No, there are no limits for how much you can carry over from year to year in your HSA.

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Can I transfer assets in my IRA into an 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.

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How do I withdraw my HSA funds after age 65?

At 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.

For 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.

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How do I set up my HSA?

Select your qualified high-deductable health plan and with it, your HSA, either for yourself (individual) or your family during Open Enrollment. Once the plan year starts, you can access your WageWorks HSA by logging into your WageWorks account. You may need to first register for your account.

Your pre-tax contributions via payroll deductions fund an HSA with BNY Mellon, but you can establish an HSA with a qualified HSA trustee or custodian of your choice. This is typically a bank or brokerage firm. Funds remain tax-free, assuming distributions are only taken for eligible healthcare expenses.

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How does an HSA work?

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.

WageWorks has partnered with BNY Mellon to ensure that your money is safe and secure. To start investing with BNY Mellon, you need a minimum of $1,000 in your account.

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How do I qualify for an HSA?
To qualify and be eligible to make contributions into an HSA, you must meet all of the following conditions:
- You must be covered by a qualified high-deductible health plan. Ask your employer for details on coverage under your company’s high-deductible health plan.
- You cannot be enrolled in another type of pre-tax healthcare benefit account, such as a Healthcare Flexible Spending Account (FSA) or a Health Reimbursement Arrangement (HRA). This includes being enrolled in your spouse’s Healthcare FSA or HRA. You can, however, be enrolled in an HSA-Compatible FSA, which becomes a regular Healthcare FSA once you meet your deductible.
- You cannot be claimed as a dependent on another person’s tax return.
- You are not entitled to benefits under Medicare.
Find out if you qualify for an HSA. Take this short quiz.

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Do I have to make a certain amount of money each year to be eligible to enroll in an HSA?
No. It doesn't matter how much money you make. Anyone who is covered by a qualified high-deductible health plan is eligible to enroll in an HSA.

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What is a qualified high-deductible health plan?
A qualified high-deductible health plan, or “HDHP,” is a type of health insurance plan. While an HDHP has a higher annual deductible than a traditional insurance plan, it also offers tremendous savings, including:
- Lower monthly premiums then traditional health insurance plans
- Coverage for preventative care services
- A limit on the total out-of-pocket payment you are required to pay, including deductibles, covered medical expenses, copayments, and co-insurance
You must be covered by a qualified HDHP to be eligible to enroll in an HSA. For individual coverage, the HDHP must have an annual deductible of at least $1,300 and annual out-of-pocket expenses (including co-payments and deductibles but not insurance premiums) must not exceed $6,550. For family coverage, the HDHP must have an annual deductible of at least $2,600 and annual out-of-pocket expenses (including co-payments and deductibles but not insurance premiums) must not exceed $13,100. These are the 2017 limits set by the IRS. These limits may change from year to year.

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My spouse has a health insurance policy through his/her employer. Am I eligible to participate in an HSA?

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 vision and dental 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.

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My spouse has a traditional health insurance policy through his/her employer. Am I eligible to participate in an HSA?

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.

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Can I enroll in an HSA if my employer offers a high-deductible health plan but not an HSA?
Yes! As long as you are covered under a qualified high-deductible health plan, you may have an HSA. An HSA is an individual account that is not tied to your employer.

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My spouse and I have family coverage under a single high-deductible health plan. Can we both have an HSA?
Yes, you and your spouse may both have an HSA. However, the contributions to both HSAs cannot exceede the annual family limit. The The IRS regulations limit the total amount you both may contribute to your HSAs and for 2017, the annual family contribution limit is $6,750.

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What happens to my HSA if I leave my job?

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.

You can even use your HSA to pay for long-term care insurance, COBRA premiums, or other health insurance premiums if you’re receiving unemployment benefits.

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Who can contribute to my HSA?

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.

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What happens if I contribute to my HSA more than the maximum annual limit that the IRS allows?
HSA contributions in excess of the IRS annual contribution limits ($3,350 for individual coverage and $6,650 for family coverage for 2016) 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:

1. Remove the excess contributions and the net income attributable to the excess contribution before they file their federal income tax return (including extensions). You’ll pay income taxes on the excess removed from your HSA.

2. Leave the excess contributions in your HSA and pay 6% excise tax on excess contributions. Next year you may want to consider contributing less than the annual limit to you HSA to make up for the excess contribution during the previous year.

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What is HSAStore.com?
HSAStore.com is the only one-stop online shop stocked exclusively with HSA-eligible products and services. WageWorks has partnered with HSAStore.com to make it even easier for you to use your WageWorks HSA dollars—and get the best value from each dollar spent. Every item for sale at HSAStore.com is eligible for HSA reimbursement—and there are more than 4,000 eligible products to choose from.

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Can I use my WageWorks Healthcare Card at HSAstore.com?
Yes! When you use your WageWorks Healthcare Card to buy products and services from HSAStore.com, your card transactions are automatically verified—no more submitting receipts! And all HSAStore.com items are guaranteed to be eligible for reimbursement under your WageWorks HSA. Keep in mind that HSAStore.com items with an “Rx” icon require a prescription from your doctor to be eligible for HSA reimbursement. But HSAStore.com makes it really easy—they’ll submit prescription requests to your healthcare provider on your behalf so you can get reimbursed quickly.

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Are all products on HSAStore.com eligible for reimbursement under my WageWorks HSA?
Yes! HSAStore.com items with an “HSA-OK” icon are eligible without a prescription. And items with an “HSA-Rx” icon are eligible for reimbursement with a prescription from your doctor.

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Are all products on HSAStore.com eligible for reimbursement under my WageWorks HSA? (1)
Yes! HSAStore.com items with an “HSA-OK” icon are eligible without a prescription. And items with an “HSA-Rx” icon are eligible for reimbursement with a prescription from your doctor.

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Do I have to submit receipts for my purchases at HSAStore.com?
If you use your WageWorks Healthcare Card to pay for HSAStore.com items, then no, you typically don’t have to submit receipts to verify the eligibility of your purchases. Keep in mind that if you use another credit card to pay for HSAStore.com items and submit a claim for reimbursement, you need to submit a receipt to verify the eligibility of your purchase. We recommend that you always keep receipts in the event that information needs to be verified.

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Does WageWorks share my information with HSAstore.com?
No. WageWorks does not share any of your information with HSAStore.com.

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HSA-Compatible FSA

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What is an HSA-Compatible FSA?

An HSA-Compatible FSA is a Flexible Spending Account (FSA) that is compatible with a Health Savings Account (HSA). If you’re enrolled in a qualified high-deductible health plan and have an HSA, you can maximize your savings by pairing your HSA with an HSA-Compatible Flexible Spending Account (FSA). This pre-tax benefit account lets you take advantage of the savings power of an HSA and a Healthcare FSA simultaneously. An HSA-Compatible FSA is sometimes referred to as a “limited purpose” FSA because it is used to pay for eligible dental and vision care expenses only.

You decide how much to contribute to your HSA-Compatible 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 is available on the first day of your plan year. Generally, you need to spend the funds in your HSA-Compatible FSA within the plan year. However, your employer may allow you a grace period of 2½ months after the end of the plan year to spend funds left in your account. Or your employer may allow you to carry over up to $500 left in your account into the next plan year.

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What kinds of expenses are covered by an HSA-Compatible FSA?
Many kinds! Your HSA-Compatible FSA expands on the savings power of your HSA by covering eligible dental and vision care expenses, such as co-payments for dentist visits and new eyeglasses or contact lenses. Here's a handy list of eligible expenses to review, download, or print out for future reference. Please keep in mind that IRS rules determine which expenses are eligible, and that some expenses require a doctor's note or prescription to be eligible for reimbursement under your HSA-Compatible FSA.

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How is an HSA-Compatible FSA funded?

You fund your HSA-Compatible FSA through your employer. During your company's Open Enrollment period, you tell your employer how much you would like to contribute to your account for the coming year. The maximum amount you can contribute is determined by the IRS. For 2017, it is $2,600. Your employer then deducts your contribution amount (in equal portions) from your paychecks throughout the plan year.

Good news! You don't have to wait for funds to build up in your HSA-Compatible FSA. Your entire annual election amount is available to you on the first day of your plan year.

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What happens to my HSA-Compatible FSA funds at the end of the year?
It depends on the type of HSA-Compatible FSA program your employer has in place. There are three scenarios for funds that are left unspent in your account at the end of the plan year:
1. If you have an HSA-Compatible FSA with Carryover, you can carry over up to $500 into the next plan year.
2. If you have an HSA-Compatible FSA with Grace Period, you have up to 2½ months after the end of the plan year to use unspent funds before you lose them.
3. If you have a standard HSA-Compatible FSA, you lose any unspent funds at the end of the plan year.
To find out which scenario applies to you, log into your WageWorks account or ask you employer. We recommend you estimate your annual out-of-pocket dental and vision care expenses carefully. This savings calculator will help you estimate an annual election amount that's right for you.

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How much can I contribute to my HSA-Compatible FSA ?
For 2017, you can contribute up to $2,600 annually to your HSA-Compatible FSA. If your employer allows you to carry over funds in your account from last year, you may have up to $3,100 in your account. But please check with your employer to see if another contribution limit applies to your organization's HSA-Compatible FSA program.

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How do I use my HSA-Compatible FSA?
There are three ways to use your HSA-Compatible FSA to pay for dental and vision care expenses:
1. Pay Me Back. You can have funds deposited directly into your bank account or a check mailed to reimburse you for eligible expenses you've already paid.
2. Pay My Provider. You can arrange for your service provider to be paid directly from your account.
3. Pay by Prepaid Card. Depending on your employer’s plan, you may use the convenient WageWorks Healthcare Card associated with your account to pay for eligible dental and vision care products and services. This smart card knows which account to draw money from first—your HSA-Compatible FSA or your HSA.
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How do I manage my HSA-Compatible FSA?
It’s easy. Log into your WageWorks account to check account balances, submit and review claims, look up eligible expenses, upload digital copies of receipts, and more. You may also use the handy WageWorks EZ Receipts® app to snap and store photos of your receipts and manage your account on the go.

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HRA

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What is an HRA?
"HRA" stands for "Health Reimbursement Arrangement." An HRA is an employer-sponsored account to reimburse a portion of your eligible out-of-pocket medical expenses, such as deductibles, co-insurance, and pharmacy expenses. It’s not an insurance plan; it's a reimbursement program funded entirely by your employer to help you make healthcare more affordable.

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Does my HRA come with a payment card?
Yes, you can use WageWorks® Healthcare Card to pay for eligible expenses using funds in your HRA. Your employer and IRS Regulations determine which expenses are eligible for reimbursement under your HRA. Log into your WageWorks account to see what's eligible under your particular HRA. In most cases, WageWorks Healthcare Card transactions for eligible expenses are automatically approved. But please remember to always save your receipts from your card transactions.

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How do I use my HRA funds?
There are several ways you can use the funds in your HRA:
- You can use your WageWorks® Healthcare Card associated with your HRA to pay for eligible healthcare products and services.
- You can arrange to have your healthcare provider be paid directly from your HRA.
- You can also be reimbursed for eligible expenses you pay out of pocket.
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What expenses does an HRA cover?
The expenses covered under your HRA depend on the way your employer has set up their HRA program. The easiest way to find out what is covered under your WageWorks acount, is to log into your WageWorks account. then click on "Eligible Expenses" under the Dashboard tab.

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What expenses are not covered by an HRA?
Your employer and IRS Regulations determine which expenses are eligible for reimbursement under your HRA. However, most HRAs do not cover:
- Nutritional supplements
- Health club dues and cosmetic surgery (unless medically necessary and recommended by a doctor)
- Medical expenses that are not defined as eligible expenses by your employer
- Medical expenses incurred by you, your spouse, or eligible dependents before your participation in the HRA program was effective.
- Medical expenses for which you can be reimbursed by another source, such as group health insurance or a self-funded group health plan

Which account pays eligible expenses first—my HRA or my Healthcare FSA?
Typically funds in a Healthcare FSA are used first to pay for eligible expenses. But your HRAs is customized by your employer; therefore, your plan may be different. We recommend that you ask your employer for details on your HRA.

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Can I be reimbursed from my HRA for my dependents’ medical expenses?
It depends on the terms of your employer's HRA plan. Your employer's plan may permit you to be reimbursed from your HRA for healthcare expenses incurred by your dependents, or your employer's plan may limit the use of HRA funds to only those expenses incurred by you. We recommend that you refer to your employer's HRA plan materials or contact your HR representative/benefit administrator.

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Who sets the rules for my HRA?
Your employer sets the rules for your company's HRA program, including which expenses are eligible for reimbursement under your particular HRA.

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How is an HRA funded?
Your HRA is funded by your employer, and your employer sets the rules for how those funds can be used. Login to your WageWorks account to review your plan details, or ask your benefits specialist at your company for more detail.

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Do I need to contribute to my HRA?
You cannot contribute to your HRA. It is owned, defined, and completely funded by your employer. It's one of the ways your employer helps you make healthcare more affordable.

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What is my HRA limit?
Your employer has set an annual limit for your HRA. Log into your WageWorks account to see your HRA limit or ask your employer about the maximum amount made available to you under your particular HRA.

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What happens to the funds in my HRA when I leave my employer?
Since your HRA is funded by your employer, the funds in your HRA belong to your employer when you resign, retire, or are terminated. Please view your Summary Plan Description or contact your employer for your specific rights to continue coverage when you leave your job or submit claims for expenses that have already been incurred.

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Do my HRA funds roll over to next year?
The terms of your particular HRA are defined by your employer. Please ask your employer whether your HRA funds roll over year to year. You can log in to your account to review your plan's details.

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Is my family covered by my HRA?
It depends on your HRA program, which is designed and funded by your employer. Please review your employer's HRA program materials to determine if your spouse's and/or dependent(s)' medical expenses are eligible for reimbursement under your particular HRA.

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Do I need a Letter of Medical Necessity?
A Letter of Medical Necessity is the same as a Doctor's Statement. It's a letter written by your doctor, verifying that the medication you are buying with your Healthcare FSA is for a diagnosis, treatment, or prevention of a disease. This letter is required by the IRS for certain eligible expenses. Review the list of eligible expenses [eligible expense link] to see if you need a Letter of Medical Necessity for a particular type of expense. Download the Letter of Medical Necessity form.

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Do I need a Doctor's Statement?
A Doctor's Statement is the same as Letter of Medical Necessity. It's a letter written by your doctor, verifying that the medication you are buying with your Healthcare FSA is for a diagnosis, treatment, or prevention of a disease. This statement is required by the IRS for certain eligible expenses. Review the list of eligible expenses [eligible expense link] to see if you need a Letter of Medical Necessity for a particular type of expense. Download the Letter of Medical Necessity form.

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Integrated HRA

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What is the difference between an Integrated HRA plan and a non-Integrated or stand-alone HRA?
An Integrated HRA is the more common type of HRA. This type of HRA is linked with the Affordable Care Act (ACA)-compliant employer sponsored group health insurance plan. The Integrated HRA is offered only to company employees who elect group health insurance as a supplement to help with their out of pocket healthcare costs.

A stand-alone HRA is not linked to a group health insurance plan. With this type of HRA, the company provides employees a fixed monthly allowance for eligible medical expenses. Employees purchase and pay for their own individual health insurance premiums. Beginning in 2014, stand-alone HRAs are limited to reimbursement of benefits for active employees, unless it was funded prior to 2014 with no new funds added since. In most cases, a stand-alone HRA is only offered to retirees.

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What is the Affordable Care Act (ACA)-compliant, employer-sponsored group health plan?
It just means an individual or small-group policy that adheres to the ACA’s regulations. ACA-compliant policies must include coverage for ten essential health benefits with no annual or lifetime coverage maximums.

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What do I need to do differently to submit a dependent healthcare claim for my Integrated HRA?
Starting in 2017, you will need to provide full Social Security Number and Date of Birth for all dependents for whom a health expense is submitted for an Integrated Health Reimbursement Arrangement (HRA) plan. The dependent must be covered by the Affordable Care Act (ACA)-compliant, employer-sponsored group health plan on the date of service for which the claim is submitted. It’s important to note than an employer-sponsored HRA cannot be integrated with individual market coverage.

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