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Our approach
FSAs, HRAs, and HSAs are some of the most powerful and underused tools in employee benefits. When structured correctly, they put pre-tax or tax-free dollars toward healthcare costs, which means more money in your employees' pockets and less payroll tax for you. The math isn't complicated. The decision about which account to use is where most employers get stuck.
That's where we come in. An HSA paired with a high-deductible plan is a strong combination for some employers. An HRA that reimburses deductible costs works better for others. A dependent care FSA can be a retention tool for working parents. We help you figure out which one matches your plan design, your workforce, and your budget, then we handle implementation and make sure employees actually understand how to use it.
coverage
Health Savings Account (HSA)
The only account in the tax code with a triple benefit: contributions are tax-deductible, growth is tax-free, and withdrawals for qualified medical expenses are tax-free. Funds roll over forever and belong to the employee. Requires a high-deductible health plan.
Flexible Spending Account (FSA)
Employees set aside pre-tax dollars for medical, dental, and vision expenses. Reduces taxable income on both sides. Use-it-or-lose-it with a $640 carryover option. Works with any health plan. Simple, effective, widely used.
Health Reimbursement Arrangement (HRA)
You fund it, employees use it. Reimburses deductibles, copays, and other out-of-pocket costs with tax-free employer dollars. Completely flexible in design. You control what gets reimbursed and how much rolls over.
Individual Coverage HRA (ICHRA)
Instead of offering a group plan, you fund an HRA that employees use to buy their own individual health insurance. No employee minimum, no contribution cap. A genuine alternative to traditional group coverage for some employers.
Dependent Care FSA
Pre-tax contributions for daycare, before/after school programs, and elder care. Up to $5,000 per household. For working parents juggling childcare costs, this is money back in their pocket every single paycheck.
Limited Purpose FSA
When employees have an HSA, they can still use a limited purpose FSA for dental and vision expenses. Lets them preserve HSA funds for future medical costs while still getting tax savings on routine dental and vision care.
We match the account to your plan
HSA, FSA, HRA, or a combination. The right choice depends on your health plan structure and what your employees need most.
We model the savings
We calculate the payroll tax savings for you and the income tax savings for your employees so the value is clear in real dollars.
We educate your team
These accounts only work if people use them. We explain the options at enrollment and make sure employees know how to maximize their benefits.
Stop leaving tax savings on the table.
Every dollar your employees contribute to an FSA or HSA saves you FICA taxes. Every dollar you put into an HRA is tax-deductible. Most employers are either using the wrong account type or not using one at all. Either way, you're leaving money on the table.
What Business Owners Ask Us Most
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Let's put tax-free dollars to work for your team.
Tell us about your health plan and we'll recommend the right account structure and show you the savings in real numbers.
We'll be in touch within 24 hours. That's not aspirational. It's a guarantee.
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