Various programs are designed to give both employees and employers tax advantages to offset health care costs. Conforti & Associates will explain and determine if one of these programs would be beneficial for your organization and employees.


Health Savings Account is an alternative to a typical insurance plan. It is a savings product that offers a different way for employees to pay for their health care. HSA’s enable an employee to pay for current health expenses and save for future qualified medical expenses on a tax free basis. An individual must be covered by a High Deductible Plan (HDHP) to be able to take advantages of HSA’s.

Used in conjunction with a high deductible plan, a HSA may receive contributions from an eligible employee or employer. Employee contributions are made with pre-tax dollars. Any employer contributions are not included in the employee’s income. Any distributions from an HSA that are used to pay qualified medical expenses are not taxed.


Flexible spending account (FSA) allows employees to be reimbursed for medical expenses on a pre-tax basis. FSAs are usually funded through voluntary salary reduction agreements with the employer. No employment or federal income taxes are deducted from the employee contribution. The employer may also contribute. All reimbursements from an FSA that are used to pay for qualified medical expenses are not taxed.


Health Reimbursement Account must be funded solely by an employer. The contributions cannot be paid through voluntary salary reduction agreement on the part of an employee. Employees are reimbursed tax-free for qualified medical expenses up to a maximum dollar amount for a covered period. Generally, a HRA is offered with a high deductible plan. The combination of the plans can result in premium saving for an employer.

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We’ll compare and contrast policies for you to help you find the right solutions for your organization.