In a report last year, the Centers for Medicare and Medicaid Services said “U.S. health care spending increased 4.3% to reach $3.3 trillion, or $10,348 per person in 2016.” The report broke the spending down further as follows:
Note: This is the second of a 3-part series of blog posts. A previous blog post discussed contributing to an HSA, and a subsequent post will discuss distributing (or spending) HSA funds.
Since 2003, when they were created, millions of Americans have taken advantage of health savings accounts (HSAs) to save money for healthcare expenses and retirement.
One major advantage of an HSA is that accountholders can grow their HSA funds tax-free.1 And because HSA funds roll over every year, those funds can grow all the way into retirement, saving a lot of money in taxes over time.
Below are three basic ways HSA owners can grow their funds:
Note: This is the first of a three-part series. Look for future posts on growing your HSA funds and distributing (or spending) your HSA funds.
Health savings accounts (HSAs) are one of the most tax-advantaged accounts allowed by the IRS, and every year more people are discovering the benefits of an HSA. In addition to helping people save for current healthcare expenses, HSAs can be used to save for retirement as well.
Because HSAs provide major tax advantages to accountholders, the IRS has created certain rules that govern how accountholders can contribute to their HSAs.
The following are some of the important things you need to know about contributing to an HSA:
As an employer, you look for the best possible healthcare benefits for your employees; benefits that also fit your budget. The tasks required to evaluate and select these options can take many valuable hours of your time. Understanding different health plan types can be a good place to start when evaluating pros and cons.
Helping your employees get started on the right foot with their HSA can make a big difference in the success of your benefits strategy. The following tips can help employees get the most out of their HSA plan: