Employers and the self-employed are using two main strategies to keep the cost of health insurance low and to reduce their taxes. Known as an HSA, a Health Savings Account can make most health care expenses tax deductible, and provide tax-deferred earnings. Individuals and https://cbdtackle.com/ owners can start an HSA once they purchase a health plan that’s certified to be HSA compatible. These plans are available in the individual market for much lower premiums than plans in the group coverage market.
Can Health Savings Accounts Be Combined With A HRA?
Employers and people who are self-employed if the spouse works in the business may add a Health Reimbursement Arrangement to substantially increase the tax savings available with an HSA alone.
To put it simply, a Health Reimbursement Arrangement (HRA) is an employer-funded medical reimbursement plan for employees. Someone who is self-employed cannot have an HRA in his or her name, but can reimburse the spouse, who works in the business as a W-2 employee, through an HRA. All of the family’s qualified health care and insurance expenses can be reimbursed, and that includes the expenses of the self-employed business owner by virtue of being a member of the HRA-covered family.
The big rush to get HRAs in place by Dec. 31 resulted because the cost of health insurance premiums could then be reimbursed for the whole year back to January 2011. Reimbursement for other kinds of health care is not retroactive, though. Those who start a HRA in January 2012 can reimburse their employees for health care, including premiums.
Since group coverage has become an expensive option for both employers and employees, HRAs present a less expensive choice that can help both parties save on health care costs. Compared to group plan rates, policies in the individual market can save employers up to 50 percent. Certain of these plans, known as Health Savings Accounts, This makes if feasible for more employers to provide health care coverage to more employees. By setting up a HRA, employers can legitimately reimburse their employees for individual health insurance premiums and other health care costs.