Which Employee Benefits Disqualify You from Contributing to Your HSA? Part 2.

By William G. Stuart | Originally posted on LinkedIn for MaxHSA

Health Savings Account Eligibility puts a wrinkle into many employer-provided benefits.

Progressive companies offer a comprehensive menu of employee benefits designed to retain and attract talented workers and increase productivity. Usually, there is no downside to employees, who choose the options that benefit them and decline to enroll in programs that have no value.

Health Savings Accounts complicate these decisions. Sometimes, benefits that employees value can disqualify them from opening and funding a Health Savings Account. Let's examine common benefits offered by employers and view them through the lens of Health Savings Account eligibility.

Last week [follow this link: (28) Which Employee Benefits Disqualify You from Contributing to Your HSA? Part 1. | LinkedIn ], we looked at:

• Health FSAs

• Health Reimbursement Arrangements, including ICHRAs

• Dental and vision plans

• Short-term and Long-term Disability, and Life Insurance

• Supplemental coverage

Let's continue our discussion.

Direct-Primary Care

In a Direct-Primary Care program, you pay a fixed monthly fee and receive all primary care at no additional out-of-pocket cost. In effect, you pay a monthly premium and receive as much or as little care as you need that month. This type of arrangement has been deemed disqualifying because you receive diagnostic care (like physician "sick" visits and simple lab work to identify the source of symptoms) at no cost below the deductible.