What Makes an HSA Program Successful?

Designing a plan to encourage participation is critical to success. Click below for plan design recommendations and examples that can maximize your enrollment potential.

PLAN DESIGN RECOMMENDATIONS

Provide Incentives

Premium costs of HSA-compatible plans are typically lower than traditional plans; however, with the lower cost is a higher deductible. Here are a few things you can do to ease the transition to your HSA program:

  • Offer to pay a higher percentage of the premium
  • Provide two HSA-compatible plan deductible levels
  • Contribute to your employees’ HSAs

Education & Communication

HSAs are relatively new, so education is extremely important. Education is a key component to a successful rollout and acceptance rate.

  • Begin your communication early, well before enrollment begins
  • Educate your employees and their spouse (when applicable)

Program Design Examples

Premium Concerns — for employees who place a high value on low premium costs:

  • Pay 80-100% of employee premiums towards an HSA-compatible health plan
  • Offer several deductible options to ease the transition to HSA plans

Deductible Concerns — for employees that are concerned about high deductibles:

  • Contribute 50-100% of the deductible to the HSA

Combination — for employees that place a high value on having low premium costs:

  • Pay 75-100% of employee premiums towards an HSA-compatible health plan
  • Contribute 30-60% of the deductible to the HSA


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