What Can You Claim Under A Health Spending Account?
A health spending account (HSA) is a flexible modern option to add to your benefits plan. An HSA can be used to cover expenses that may not be covered under your benefits plan. It can also be used to reimburse costs that are over and above your plan maximums or to top up the services that you use the most.
Using A Health Spending Account To Enhance Your Benefits Plan
Adding an HSA to your existing benefits plan is a great way to add enhanced coverage and increased flexibility for your employees. Keep in mind that a HSA is the potato to your steak. It helps to cover costs that may not be included in your small group benefits plan, such as eyewear, or enhance coverage on items with caps. For example, if you use up your entire chiropractic visits, your HSA allows you to continue using those extra dollars for that specific service.
Can An HSA Be Used A Standalone Plan?
The short answer is yes. However, there are a few considerations that you may want to keep in mind. Using a HSA as a benefit plan replacement may quickly limit the breadth and depth of what could potentially be used, as it is limited based on the dollar amount provided by the employer. Additionally, benefits such as long term disability and life insurance and critical illness coverage are key components of a more traditional benefits plan that would be lost if you institute a standalone HSA for your staff.
If you’re considering an HSA, you’re not alone. A health spending account offers an excellent level of flexibility for your employees. They also help to make your business more appealing to potential candidates. Stats show that flexibility in work location and employee benefits are primary questions from new applicants.