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:

A flexible spending account (FSA) empowers employees to pay for certain medical expenses with pre-tax funds. FSAs are popular accounts because of the tax benefits they provide to employees and to their employers.

Here are some common questions that your employees may have about FSAs:

Many articles and news reports discuss how health savings accounts (HSAs) can benefit the average worker. In fact, there are many reasons why HSAs are one of the best options for your employees to save money on healthcare costs and to plan for retirement. But, HSAs can also provide significant benefits for your business, including helping you save money on taxes and health insurance for your employees.

Here are just a few of the benefits that HSAs and HSA-qualified plans can offer employers: