Comparing Plan Options When the Employer Funds an HSA
Where a high-deductible plan comes with an employer HSA deposit, the statement shows the deposit as part of that plan’s value.
How it works in practice
Where a high-deductible plan comes with an employer HSA deposit, the statement shows the deposit as part of that plan’s value.
That way the lower premium is not the only visible difference between the plans. The employee sees the whole offer from the employer.
Showing HSA deposits makes plan comparisons fair at open enrollment. A comparison that leaves the deposit out understates the high-deductible plan.
Pair the comparison with decision support so employees can judge which plan fits their expected use.
Three places to go next
Employee decision support
Help employees choose the plan that fits them.
Open enrollment integration
Statements delivered alongside open enrollment.
Total compensation statements
Show employees the full value of the package.
Questions employers ask.
Why show the HSA deposit?
So the plan comparison reflects the full employer contribution, not only the premium difference.
Does the statement choose the plan?
No. It makes the comparison complete. Decision support helps the employee judge fit.
Does this apply only to HSA plans?
It applies wherever the employer funds an account alongside a plan.
Where this comes from.
This page describes how CFH builds and times total compensation statements and related materials for employer clients. It uses no outside statistics. The related guides below cover the wider process.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
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