No one solution is right for every employer, but we can help you decide which plans are best for them.

Your clients are probably looking to help soften the blow of continually rising health care costs for their employees. Depending on the model, consumer driven health plans typically include reimbursement accounts—health reimbursement arrangements (HRAs), flexible spending accounts (FSAs) or health savings accounts (HSAs)—to help employees pay for out-of-pocket medical expenses on a tax-free basis.

• Flexible Spending Accounts

  ​FSAs provide a means for employees to reduce their income tax liability through salary reduction. Employees can contribute a portion of their own salary to an account designated to pay for qualified expenses. These pre-tax contributions are exempt from income and payroll taxes.

• Health Savings Accounts

  HSAs allow employees to build tax free savings towards medical expenses incurred either now or in the future. Due to their tax-favored status, HSAs have strict rules regarding eligibility and contributions; however, these accounts serve as a useful savings vehicle for the future

• ​Health Reimbursement Arrangements

  HRAs allow employees to use employer contributions to pay for, or reimburse, eligible medical care expenses. HRAs can only be funded with employer money; employees cannot make contributions to their HRAs.

• Transportation Reimbursement Plans

  These qualified transportation programs, also known as Commuter Assistance Programs, provide tax-free commuting benefits to employees. It’s a more cost-effective way for employees to pay for parking and public transportation with pre-tax dollars.