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Since Health Savings Accounts started, many employers have realized that switching from group coverage to Health Savings Account plans offered in the individual market increases their savings that permit them to fund an HSA for every employee. Thanks to the new health care reform law, HSA plans now cover preventive health care from in-network providers with no out-of-pocket costs. This is even before the policyholder meets their deductible. If the medical expenses are not covered by their health insurance plan, employees can withdraw HSA money tax-free to pay for qualified medical expenses.

Health Savings Accounts and Health Reimbursement Arrangements (HRA) can be used together. However, their use must not overlap each other. For example, you are not allowed to reimburse medical expenses that are meant to go toward the deductible of the HSA-qualified Texas health insurance. The main purpose of HRA plans is to reimburse workers for health care costs not covered by health plans as well as health insurance premiums. HRAs offer flexibility to employers because they can control the healthcare benefits of their workers without compromising the healthcare they receive.


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