Spending Accounts

HSAs, paired with a high-deductible health plan, deliver significant tax and retirement savings opportunities to your employees. HSAs are owned and managed by employees so they can determine how and when to spend or save their healthcare dollars to improve their health and financial wellbeing.

HRAs give employees or retirees a way to be reimbursed tax-free for qualified healthcare expenses not covered by their health plan. An HRA is funded and owned solely by the employer or plan sponsor.

FSAs provide a tax-free way for employees to put aside money for medical, dental, vision and prescription expenses not covered by their health plans. These FSAs can be standard or limited purpose for pairing with an HSA.

LSAs allow you to reimburse employees for activities that promote physical, financial and emotional wellbeing – without the rules and restrictions associated with other benefit accounts or “perks.” LSAs are unique because they offer freedom of choice – both to the employer as well as the employee.

Adoption assistance supports employees who are adopting a child and helps cover adoption-related expenses during this costly process. Adoption assistance is a benefit that many employers are considering or choosing to offer to better support employees through this costly process.

A commuter account allows your employees to pay for qualified workplace mass transit and parking expenses using money that is not taxed. It's a great way to make your employees’ commute more affordable. And in flexible and hybrid work models, such benefits can increase time spent in the office.

Tuition reimbursement offers employees money for taking college courses while employed with your company. After an employee pays for and completes a course, you'll reimburse their costs.