Several accounts should not mean several logins and a wallet full of cards.
An FSA with one vendor, an HRA with another and an HSA with a third leaves employees guessing which card pays for what. We run every pre-tax account through a single card and a single portal on our platform, so the account structure you designed is the one employees actually use.
One card can draw on several accounts, as long as the order is set in advance.
When an employee has more than one account, each eligible expense has to come out of the right one. We configure that order at setup, so the card decides at the point of sale and the employee does not have to.
Account Ordering
An HRA that pays after the deductible, an FSA that pays first, a dependent care account that pays only for care: each follows its own rules. We set the payment sequence to match your plan documents, because a wrong order spends the wrong money.
Substantiation at the Counter
IRS rules require card transactions to be substantiated. Purchases at pharmacies and merchants whose systems identify eligible items can clear at the register; others need a receipt. We tell employees which is which, so a later request is expected.
One Portal for Employees
Balances, claims, receipts and contributions for every account in one place. When an employee asks how much is left, there is one answer, which is what makes them trust the account enough to use it.
One Source for HR
Enrollment, funding and reports for every account come from the same system. Your HR team reconciles one file instead of several, and a question about any account has one place to start.
HSA eligibility can be lost through a card that pays for the wrong thing.
An employee contributing to an HSA generally cannot also be covered by a general-purpose health FSA or HRA. When the accounts share a card, the design of the other accounts has to protect HSA eligibility.
Limited-Purpose Accounts
Pairing an HSA with a limited-purpose FSA for dental and vision keeps eligibility intact. We configure the card to enforce that limit, because a general medical reimbursement from the wrong account can cost the employee their HSA eligibility.
Post-Deductible HRAs
An HRA that pays only after the plan deductible is met can sit alongside an HSA. We set the card to hold the HRA until the deductible is reached, which is exactly the rule a manual process tends to miss.
Mixed Workforces
Employees in the high-deductible plan and employees in a traditional plan need different account combinations. We map each enrollment group to its own account set, so nobody carries a card with the wrong rules.
The same card can carry dependent care, commuter and lifestyle accounts.
Once the platform exists, adding an account is a configuration decision rather than a new vendor. We decide which accounts belong on it by what employees will actually use.
Dependent Care
Dependent care accounts reimburse only what has been contributed so far, which surprises employees paying large bills early in the year. We explain that timing at enrollment, so a partial payment does not look like a denial.
Commuter Benefits
Transit and parking accounts carry monthly limits and their own eligibility rules. Putting them on the same card means one less thing for employees to carry and one less vendor for HR to manage.
Lifestyle Accounts
Taxable lifestyle and wellbeing accounts can run on the same portal. We keep them clearly separate from pre-tax accounts, because blurring the two in employees’ minds leads to the wrong expense on the wrong account.
What employers ask about consolidating accounts.
Do we have to move our HSA too?
Not always. If employees have large invested balances or value their current options, moving can do more harm than good. We weigh the convenience of one card against what employees would give up.
What if we switch in the middle of a plan year?
Health FSA elections and balances are tied to the plan year, so we time a switch to the plan-year boundary wherever possible. When a mid-year change is unavoidable, we map every balance before the old card stops working.
Will employees still submit receipts?
Sometimes. Swipes that cannot be verified automatically have to be substantiated. We set up reminders and mobile receipt upload, so requests are handled before a card is suspended.
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.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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