Welcome to the resource hub for Employer Strategies to Boost HSA Participation and Employee Engagement. Here, you’ll find everything shared during the webinar — including the full presentation slides, a recording of the session, answers to frequently asked questions, and additional tools to help you put these strategies into action. Use these resources to guide your benefits planning, improve employee education, and drive stronger HSA participation year-round.
Boost your team’s engagement and benefits participation with proven employer strategies for increasing HSA adoption. In this video, our benefits experts and guest speaker Eric Johnson from Benefits Weekly share actionable ways to help employees understand the value of a Health Savings Account (HSA), improve enrollment in High-Deductible Health Plans (HDHPs), and make the most of employer contributions. Learn how education, communication, and smart incentives can drive participation, reduce healthcare costs, and strengthen your overall benefits program. Watch now to discover how a well-designed HSA strategy can empower employees and deliver measurable savings for your organization.
A big thank-you to Eric Johnson, publisher of Benefits Weekly, for sharing his expertise during our session.
Eric’s data-driven approach to benefits strategy and his work through Benefits Weekly continue to help employers make smarter healthcare decisions.
To explore more of Eric’s insights and tools — including the HSA Discount Calculator — visit benefitsweekly.com.
The IRS has announced the updated Health Savings Account (HSA) contribution limits for 2026:
Individual Coverage: $4,400
Family Coverage: $8,750
Catch-Up Contribution (Age 55+): $1,000
These limits apply to contributions made by both employees and employers. Staying within these thresholds helps ensure your HSA remains compliant and continues to offer valuable tax advantages throughout the year.
Learn about this and more by getting access to the Employer Strategies to Boost HSA Participation and Employee Engagement webinar.
We use the HSA Discount Calculator provided by Benefits Weekly to help you estimate how much you could save by using your HSA-eligible high-deductible health plan (HDHP).
Just select your federal tax bracket and enter your expected medical expenses—our calculator shows the difference between paying through payroll (tax-sheltered HSA) and paying with regular dollars.
It’s a powerful way to see how this “built-in discount” really works.
(Note: State tax treatment may vary and this is general information, not tax advice. Always check with your employer’s plan and consult a tax professional.)
HSA Bank does not offer a self-service enrollment portal for employees. To open a new HSA account, please contact benefits@eesipeo.com.
Our benefits team will assist you directly with setting up your HSA Bank account and ensure that contributions are properly linked to your payroll deductions.
A Health Savings Account (HSA) is a tax-advantaged account that allows you to set aside money to pay for qualified medical expenses. You contribute pre-tax dollars, which reduces your taxable income, and those funds can be used for healthcare costs now or saved and invested for future expenses. The money in your HSA is yours, it rolls over year to year and stays with you even if you change jobs or health plans.
To be eligible for an HSA, you must be enrolled in a qualifying High Deductible Health Plan (HDHP) and have no other disqualifying health coverage (such as a traditional FSA or certain types of supplemental insurance). You also cannot be enrolled in Medicare or claimed as a dependent on someone else’s tax return.
The IRS sets annual contribution limits for HSAs, and they typically increase slightly each year. Both you and your employer can contribute, as long as the total combined amount doesn’t exceed the annual limit. ESI provides updated contribution information each year during open enrollment to help you plan your savings strategy.
Unlike a Flexible Spending Account (FSA), HSA funds never expire. Any unused balance rolls over from year to year and continues to grow, tax-free, whether you contribute more or not. This makes HSAs a powerful tool for both current healthcare costs and long-term savings.
Yes. Even if they’re not covered under your HDHP, you can use HSA funds for qualified medical expenses incurred by your spouse or dependents, as long as they meet IRS eligibility requirements. This flexibility makes HSAs especially valuable for families.
It depends. You cannot contribute to an HSA if you’re covered by a non-HDHP or a general-purpose FSA. However, certain limited-purpose FSAs (such as dental or vision-only) are compatible. ESI’s benefits team can help you review your current plans and determine eligibility.
Your HSA is yours, not your employer’s. If you change jobs, retire, or move to a different health plan, the money remains in your account and continues to grow tax-free. You can keep using it for qualified expenses even if you’re no longer contributing.
Yes. You can continue to use the funds for eligible expenses, and you can also transfer or consolidate your accounts if you prefer. ESI can help guide you through the process to make managing your HSA as simple as possible.
Many employers choose to contribute to their employees’ HSAs as part of their benefits strategy. Contributions can be made in a lump sum, matched to your own contributions, or spread throughout the year. These contributions are tax-free and count toward the annual contribution limit.
HSA contributions are deducted from your paycheck before taxes, which lowers your taxable income. In addition, withdrawals for qualified expenses are tax-free, and any investment earnings within the account grow tax-free, a unique triple tax advantage that makes HSAs one of the most tax-efficient savings tools available.
You can use your HSA debit card or request reimbursements directly from the account to pay for qualified expenses such as doctor visits, prescriptions, dental work, vision care, and more. You can also pay out of pocket and reimburse yourself later, even years down the line, as long as you keep receipts.
HSA funds can be used for a wide range of IRS-approved medical expenses, including doctor visits, prescription medications, lab work, dental and vision care, mental health services, medical equipment, and more. You can also use your HSA for certain Medicare premiums and long-term care expenses in retirement.
Yes. Many HSA providers allow you to invest your balance once you reach a minimum threshold. Investing can help your funds grow tax-free, turning your HSA into a powerful long-term healthcare savings vehicle, even supplementing your retirement planning.
During open enrollment, review your health plan options and confirm that you’re enrolling in an HSA-eligible HDHP. Decide how much you want to contribute based on your expected healthcare expenses and savings goals. ESI provides tools, calculators, and one-on-one support to help you make informed decisions.
ESI simplifies every step of the HSA process, from helping you understand eligibility and contribution options to guiding you through enrollment and ongoing account management. We provide educational resources, communication support, and access to tools that make it easy to track, fund, and maximize the value of your HSA year after year.
Download the full presentation to revisit the key strategies discussed during the session. Inside, you’ll find practical tips, data-driven insights, and actionable steps to help you increase HSA participation, improve employee communication, and maximize the value of your benefits program. It’s a valuable reference you can share with your HR team or use to shape your open enrollment strategy.
Still doing your own payroll? Tasks involved with Payroll and Employee Administration are purely transactional events.
At eESI, our business is all about assisting with the management of any organization’s most valuable resource: people.
A benefit package can be a major incentive to lure the best new talent to your workforce and keep your current employees happy.
Risk is a basic part of business. As a co-employer we work to eliminate, mitigate or share your associated legal liabilities.
eESI continuously utilizes the latest in technological advances through online and mobile solutions to make your life easier.
Download the full presentation to revisit the key strategies discussed during the session. Inside, you’ll find practical tips, data-driven insights, and actionable steps to help you increase HSA participation, improve employee communication, and maximize the value of your benefits program. It’s a valuable reference you can share with your HR team or use to shape your open enrollment strategy.
Still doing your own payroll? Tasks involved with Payroll and Employee Administration are purely transactional events.
At ESI, our business is all about assisting with the management of any organization’s most valuable resource: people.
A benefit package can be a major incentive to lure the best new talent to your workforce and keep your current employees happy.
Risk is a basic part of business. As a co-employer we work to eliminate, mitigate or share your associated legal liabilities.
ESI continuously utilizes the latest in technological advances through online and mobile solutions to make your life easier.
