Acupressure mat reimbursement is eligible with a flexible spending account (FSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Acupressure mat reimbursement is not eligible with a limited-purpose flexible spending account (LPFSA) or a dependent care flexible spending account (DCFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Acupressure Mat Acupressure mat reimbursement is eligible with a flexible spending account (FSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Acupressure mat reimbursement is not eligible with a limited-purpose flexible spending account (LPFSA) or a dependent care flexible spending account (DCFSA). Learn More Previous Next

Norplant insertion or removal are both eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). Norplant insertion or removal are not eligible with a dependent care flexible spending account (DCFSA), or a limited-purpose flexible spending account (LPFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Norplant Insertion or Removal Norplant insertion or removal are both eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). Norplant insertion or removal are not eligible with a dependent care flexible spending account (DCFSA), or a limited-purpose flexible spending account (LPFSA). Learn More Previous Next

Camps (Overnight) are not eligible expenses for reimbursement through a flexible spending account (FSA), limited-purpose flexible spending account (LPFSA), dependent care flexible spending account (DCFSA), health savings account (HSA) or a health reimbursement arrangement (HRA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Camps (Overnight) Camps (Overnight) are not eligible expenses for reimbursement through a flexible spending account (FSA), limited-purpose flexible spending account (LPFSA), dependent care flexible spending account (DCFSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Learn More Previous Next

Fluoridation services are eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), a health reimbursement arrangement (HRA), or a limited-purpose flexible spending account (LPFSA). Fluoridation services are not eligible with a dependent care flexible spending account (DCFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Fluoridation Services Fluoridation services are eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), a health reimbursement arrangement (HRA), or a limited-purpose flexible spending account (LPFSA). Fluoridation services are not eligible with a dependent care flexible spending account (DCFSA). Learn More Previous Next

Contributions to a commuter account are free from federal income, Social Security, and Medicare taxes and remain tax-free when it is reimbursed for eligible expenses. Transit Reimbursement Account What is a Transit Reimbursement account? A Transit Reimbursement Account is a provision under the Internal Revenue Code Section 132 that enables employers to allow their employees to have certain commuter expenses taken out of their paycheck on a pretax basis and deposited into an account. These expenses would be taken out before the Federal tax, FICA tax, and the State tax. The Transit Reimbursement Account also allows the employers to save on the matching FICA that they would have had to contribute on this amount. How does a Transit Reimbursement account Work? An employee elects to have an amount transferred from his gross paycheck, before taxes are taken out, and put into a Transit Account. When the employee incurs an eligible out-of-pocket expense for this account, they would present their Transit Reimbursement Account Debit Card for payment or receive a receipt indicating the date of service, what was purchased, and for how much. If they use their Transit Reimbursement Account Debit card, the funds would be deducted directly from their account. An employee elects to have an account transferred from his gross paycheck, before taxes are taken out, and put into a Transit Account. When the employee incurs and eligible out-of-pocket expense for this account, they would present their Transit Reimbursement Account Debit Card for payment. The funds will then be deducted directly from their account. This check would be tax-free. Transit Passes and Van Pooling 2026 Limit: $340 Per month Parking Reimbursement Account What is a Parking Reimbursement Account A Parking Reimbursement Account is a provision under the Internal Revenue Code Section 132 that enables employers to allow their employees to have certain Parking Expenses associated with work to be taken out of their paycheck on a pretax basis and deposited into an account. These expenses would be taken out before the Federal tax, FICA tax, and the State tax. The Parking Reimbursement Account also allows the employers to save on the matching FICA that they would have had to contribute on this amount. How does a Parking Reimbursement Account Work? An employee elects to have an amount transferred from his gross paycheck, before taxes are taken out, and put into a Parking Reimbursement Account. When the employee incurs an eligible out-of-pocket expense for this account, they would present their Parking Reimbursement Account Debit Card for payment or receive a receipt indicating the date of service, where they parked, and for how much. If they use their Parking Reimbursement Account Debit card, the funds would be deducted directly from their account. If they paid for the service or product by some other means, they would submit the receipt with a claim form, and would receive back out of their account the funds. This check would be tax-free. Qualified Parking Expenses 2026 Limit: $340 Per month Why should I enroll in a commuter account? Participating in a commuter account is a great way to be 'green' and save some green at the same time. Contributions to a commuter account are free from federal income, Social Security, and Medicare taxes and remain tax-free when it is reimbursed for eligible expenses. If you pay for mass transit, van-pooling, or parking on your commute to work, you will benefit from enrolling in one or both of these plans.

Car modifications for health reasons may be eligible with a Letter of Medical Necessity (LMN) for reimbursement through a flexible spending account (FSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Car modifications reimbursement is not eligible with a limited-purpose flexible spending account (LPFSA) or a dependent care flexible spending account (DCFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Car Modifications for Health Reasons Car modifications for health reasons may be eligible with a Letter of Medical Necessity (LMN) for reimbursement through a flexible spending account (FSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Car modifications reimbursement is not eligible with a limited-purpose flexible spending account (LPFSA) or a dependent care flexible spending account (DCFSA). Learn More Previous Next

First aid supplies are eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). First aid supplies are not eligible with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back First Aid Supplies First aid supplies are eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). First aid supplies are not eligible with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). Learn More Previous Next

A heating pad is eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). A heating pad is not eligible with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Heating Pads A heating pad is eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). A heating pad is not eligible with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). Learn More Previous Next

Experimental medical services are eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Experimental medical services are not eligible with a limited-purpose flexible spending account (LPFSA) or a dependent care flexible spending account (DCFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Experimental Medical Services Experimental medical services are eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA) or a health reimbursement arrangement (HRA). Experimental medical services are not eligible with a limited-purpose flexible spending account (LPFSA) or a dependent care flexible spending account (DCFSA). Learn More Previous Next

ICHRAs are a type of Health Reimbursement Arrangement (HRA) that employers fund for their employees to purchase individual health insurance instead of offering a group health plan. Individual Covered HRA ICHRAs are a type of Health Reimbursement Arrangement (HRA) that employers fund for their employees to purchase individual health insurance instead of offering a group health plan. With ICHRAs, employees can shop for affordable and personalized coverage through the individual health insurance market and use their CHRA funds to pay for part or all of their insurance premiums. Employers any size can offer ICHRAs to all or a subset of employees based on defined classes and class rules, and there is no limit on how much an employer can contribute. About ICHRA The ICHRA program is available to businesses of any size, with eligibility determined by employee enrollment in individual health insurance or Medicare Parts A, B, or C. Employee eligibility can be influenced by selecting which employees are offered the ICHRA, with those eligible for a traditional group health plan being ineligible. There is no contribution limit, with amounts varying based on employee age, number of dependents, and class. The carryover and eligible expenses are also unlimited and determined by the employer, with options to reimburse premiums and all (or certain) 213(d) eligible expenses or limit reimbursement. Outline of Services For Small Businesses: As a small business owner, you face unique, including tight margins and the need to carefully manage costs. ICHRAs offer a solution by providing predictable, easy-to-budget healthcare for your employees. With ICHRAs, you can reduce the time and energy spent on administration, allowing you and your team to focus on growing your business and wearing many hats required in a business environment. Plus, ICHRAs can help you retain valuable employees by offering a competitive benefits package. Small businesses face a challenge in standing out in recruitment and retention by offering unique benefits. Since 2010, businesses with fewer than 200 employees have seen a of over 10 in providing health benefits. However, an ICHRA can be a cost-effective solution to support employees in covering healthcare expenses. For Large Employers: If you have a large workforce, healthcare costs can be unpredictable and difficult to manage. Group health coverage is subject to annual rate increases set by the insurance provider, leaving you with little control over your budget. However, with an ICHRA, you can set the terms of how much you'll fund your employees' healthcare and adjust contributions based on employee class, age, and family size. This can provide greater cost certainty, especially if you have a self-funded plan. By freeing up resources previously dedicated to administering employee benefits, you can focus on employee engagement and development, which can have a significant impact on your business. For employers with 50-plus full-time employees: If your company has 50 or more full-time employees, including full-time equivalent employees, in the previous, you are subject to the Affordable Care Act (ACA) employer. This means that you must offer minimum essential coverage to at least 95 percent of your full-time employees and their dependents. By an ICHRA, you fulfill the requirement of offering minimum essential coverage under the employer mandate. If you contribute a sufficient amount through your ICHRA that meets the affordability requirements of the ACA, you can avoid making any employer mandate payments required by the ACA. Why ICHRAs are the Ideal Healthcare Solution for Employees ICHRAs offer a personalized healthcare solution for employees, allowing them to select coverage that meets their specific needs. With declining of private-sector employers offering group health insurance, ICHRAs provide an opportunity for employers to support uninsured employees. Additionally, ICHRAs offer portability, allowing employees to retain their individual health insurance even if they change employers. Where can individual health insurance be found by my employees? Individuals have the option to purchase insurance coverage either from the government-run insurance marketplace or from a private insurance marketplace. Is it possible to provide both ICHRA and group health insurance? It is possible to provide both traditional group health insurance and an ICHRA however, it is not permissible to offer them to the same group of employees. Can a spouse's health insurance cover an employee's participation? The employee is eligible for the ICHRA if their spouse has individual health insurance. However, if the spouse is covered under an employer group health plan the employee is not eligible. In Conclusion The unpredictability of healthcare costs is a challenge for businesses of all sizes. ICHRAs are a new addition to the healthcare industry, and their impact is projected to be significant. As more employers seek ways to reduce risk and stabilize budgets while providing necessary healthcare and employee benefits, ICHRAs may be the solution. HRC Total Solutions, a third-party administrator, offers helpful tools, innovative technology, and responsive customer service to simplify employee benefits and allow businesses to focus on other areas.

A standing desk is not eligible with a flexible spending account (FSA), health savings account (HSA) or health reimbursement arrangement (HRA). A standing desk is not eligible for reimbursement with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Standing Desk A standing desk is not eligible with a flexible spending account (FSA), health savings account (HSA) or health reimbursement arrangement (HRA). A standing desk is not eligible for reimbursement with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). Learn More Previous Next

A pain relief eye mask is eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). A pain relief eye mask is not eligible with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). HRA HSA FSA Limited Purpose FSA Dependent Care FSA HRA HSA FSA Limited Purpose FSA Dependent Care FSA Eligible Eligible with Rx Eligible with LMN Eligible Eligible with Rx Eligible with LMN < Back Pain Relief Eye Mask A pain relief eye mask is eligible for reimbursement with a flexible spending account (FSA), health savings account (HSA), or a health reimbursement arrangement (HRA). A pain relief eye mask is not eligible with a dependent care flexible spending account (DCFSA) or a limited-purpose flexible spending account (LPFSA). Learn More Previous Next