In a recent webinar, Jake Mattinson and Sarah Raaii discussed the basics of health savings accounts (HSAs) and health flexible spending accounts. They provided an overview of the various regulations surrounding HSA, such as eligibility requirements, high deductible health plans, and contributions and distributions, and cafeteria plans. Additionally, they analyzed the differences between HSAs and Health FSAs and HRAs.
HSA
IRS Announces Limits for Health Savings Accounts and High-Deductible Health Plans for 2017
By Jacob Mattinson on
Posted in Health and Welfare Plans
Recently the Internal Revenue Service (IRS) announced (see Revenue Procedure 2016-28) cost-of-living adjustments to the applicable dollar limits for health savings accounts (HSAs) and high-deductible health plans (HDHPs) for 2017. Although one of the dollar limits currently in effect for 2016 will change, the majority of the limits will remain unchanged for 2017, with some of the limits remaining unchanged since 2015. The table below compares the applicable dollar limits for HSAs and HDHPs for 2016 and 2017.
| HEALTH AND WELFARE PLAN LIMITS | 2017 | 2016 |
| HDHP – Maximum annual out-of-pocket limit (excluding premiums): | ||
| Self-only coverage | $6,550 | $6,550 |
| Family coverage | $13,100 | $13,100 |
| HDHP – Minimum annual deductible: | ||
| Self-only coverage | $1,300 | $1,300 |
| Family coverage | $2,600 | $2,600 |
| HSA – Annual contribution limit: | ||
| Self-only coverage | $3,400 | $3,350 |
| Family coverage | $6,750 | $6,750 |
| Catch-up contributions (age 55 or older) | $1,000 | $1,000 |
Plan sponsors should update payroll and plan administration systems for the 2017 cost-of-living adjustments and should incorporate the new limits in relevant participant communications, like open enrollment and communication materials, plan documents and summary plan descriptions.
For further information about applying the new HSA and HDHP plan limits for 2017, contact your regular McDermott lawyer or one of the contacts listed below.
Navigating Legal Issues in Connection with Employer Sponsored On-Site Health Clinics
By McDermott Will & Emery on
Posted in Employment, Health and Welfare Plans
On-site clinics can be a valuable addition to an employer’s overall health care strategy with respect to promoting prevention, improving quality outcomes and reducing the employer’s overall trend in health care spending. However, given the myriad laws that apply to such clinics, an employer is well-advised to develop a comprehensive legal compliance strategy in designing and implementing the structure and operation of its onsite clinic.