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Federal Employees paid through certain payroll offices are eligible to establish pre-tax allotments to their Health Savings Accounts (HSA). The Benefits Administration Letter 07-202 provides more information.
A High Deductible Health Plan (HDHP) with a Health Savings Account (HSA) or a Health Reimbursement Arrangement (HRA) provides traditional medical coverage and a tax advantaged way to help you build savings for future medical expenses. The HDHP/HSA or HRA gives you greater flexibility and discretion over how you use your health care benefits.
An HDHP features higher annual deductibles (a minimum of $1,300 for Self and $2,600 for Self Plus One or Self and Family coverage) than traditional health plans. With the exception of preventive care, you must meet the annual deductible before the plan pays benefits. In-network preventive care services are covered at 100%.
When you enroll in an HDHP, the health plan determines if you are eligible for a Health Savings Account (HSA) or a Health Reimbursement Arrangement (HRA). If you are Medicare enrolled, you are not eligible for an HSA. If you have an HRA, the plan will credit you a set amount at the beginning of the year. If you have an HSA, the plan automatically credits a portion of the health plan premium into your account on the first day of each month. You are also able to contribute to this account up to the IRS maximum amount.
You can pay your deductible with funds from your HSA or HRA. If you have an HSA, you can also choose to pay your deductible out-of-pocket, allowing your savings account to gain interest. Even if you change plans, the HSA is yours to keep. Withdrawals from an HSA aren’t taxed as long as they are used to pay for qualified medical expenses.
You are also protected by out-of-pocket maximums. The maximum out-of-pocket limits for HDHPs participating in the FEHB Program in 2016 are $6,550 for Self Only and $13,100 for Self Plus One or Self and Family enrollment based on IRS rules.
For more information please review our HDHP FastFacts.