Smart Benefits: New Limits for Tax-Favored Health Plans

Rob Calise, GoLocalProv Business/Health Expert

Smart Benefits: New Limits for Tax-Favored Health Plans

The IRS has set new contribution limits for FSAs and HSAs for 2017.

FSAs. Last month, the IRS issued Revenue Procedure, in which it announced an increase to the pretax amount employees can contribute to their healthcare Flexible Spending Accounts (FSAs) in 2017 through salary deferrals. Next year, the FSA contribution limit will rise to $2,600, up from $2,550 in 2016.

HSAs. In April, the IRS announced the inflation-adjusted Health Savings Account (HSA) contribution limits for 2017, along with minimum deductible and maximum out-of-pocket expenses for the high-deductible health plans (HDHPs) HSAs are coupled with. For next year, the annual limit on deductions for an individual with self-only coverage under a high deductible health plan is $3,400 and, for an individual with family coverage under a high deductible health plan, it is $6,750. In 2017, a “high deductible health plan” is a health plan with an annual deductible that is not less than $1,300 for self-only coverage or $2,600 for family coverage with annual out-of-pocket expenses (deductibles, co-payments, and other amounts, but not premiums) not exceeding $6,550 for self-only coverage or $13,100 for family coverage.

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FSA vs. HSA

While both types of plans offer tax benefits, there are differences between their advantages.

FSAs. Health FSAs can be funded on a pretax basis by employees, employers or both. Contributions are not included in income and reimbursements that are used to pay for qualified medical expenses aren’t taxed. There are no reporting requirements for FSAs on an income tax return.

HSAs. An HSA is a tax-exempt account set up with a trustee that allows participants to pay or be reimbursed for eligible medical expenses. An HSA may receive contributions from an eligible individual or employer. Contributions, except for those from the employer, are tax deductible, and distribution aren’t taxed. 

 

Plan Savings Strategies

To maximize the benefits of these plans, it’s important to plan ahead.

FSAs. With FSAs, individuals must designate how much they want to contribute through a salary reduction agreement at the beginning of the plan year. They can only change or revoke the election if there’s a change in employment or family status specified by the plan. Moreover, FSAs are generally use-it-or-lose-it plans so the amounts at the end of the plan year can’t be carried over; however, plans can provide a grace period. 

HSAs. With an HSA, contributions can be made through the year or in a lump sum. Amounts that remain at the end of the year are generally carried over to the next year. 

Rob Calise is the Managing Director, Employee Benefits. of Cornerstone|Gencorp, where he helps clients control the costs of employee benefits by focusing on consumer driven strategies and on how to best utilize the tax savings tools the government provides. Rob serves as Chairman of the Board of United Benefit Advisors, and is a board member of the Blue Cross & Blue Shield of RI Broker Advisory Board, United HealthCare of New England Broker Advisory Board and Rhode Island Business Healthcare Advisors Council. He is also a member of the National Association of Health Underwriters (NAHU), American Health Insurance Association (AHIA) and the Employers Council on Flexible Compensation (ECFC), as well as various human resource associations. Rob is a graduate of Bryant University with a BS in Finance.

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