HRAs are funded with employer dollars to pay expenses not covered by another health plan. An employer can opt for its HRA to pay some or all of the health expenses allowed by the IRS. For example, an HRA could pay all eligible medical expenses, including premiums for health and long-term care insurance; or the HRA could be limited to cover only dental or vision expenses. Although an HRA can have an option to carry forward unused funds to the future or for retirement, an employee cannot take their HRA funds to a new employer. Click here to download a HRA Plan Design Worksheet.
	FSAs allow employees to set aside a portion of their paychecks (before taxes) into an account to budget for expenses not covered by another health plan. The participant can use the account to pay for over-the-counter medicines, co-pays at the doctor or pharmacy, chiropractic care, eyeglasses, contacts, LASIK, orthodontics, and more.
	Many employers are turning to High-Deductible Health Plans (HDHP) with an accompanying Health Savings Account (HSA) to provide an affordable alternative to more traditional health plans. The HSA allows employees, and employers, to deposit pre-tax dollars into an employee-owned account to pay for out-of-pocket healthcare expenses. The HSA has no "use-it or lose-it" rules, so HSA funds can be saved to pay future qualified medical expenses. Money in an HSA earns tax free interest and income. And, an HSA belongs to the employee and is portable if they change jobs. Click here to download an HSA Plan Design Worksheet.