Can I Contribute to Both an Employer Medical Reimbursement Plan and a HSA?

Many individuals wonder if they can contribute to both an employer medical reimbursement plan and a Health Savings Account (HSA). The answer is dependent on the specific rules and guidelines set by your employer and the IRS. Here's what you need to know:

An employer-sponsored medical reimbursement plan, such as a Flexible Spending Account (FSA) or a Health Reimbursement Arrangement (HRA), allows you to set aside pre-tax dollars to pay for eligible medical expenses. On the other hand, an HSA is a tax-advantaged account that individuals with a High Deductible Health Plan (HDHP) can use to save for medical expenses.

Here are some important points to consider when determining if you can contribute to both:

• Employer Policies: Check with your employer to understand if they allow contributions to both a medical reimbursement plan and an HSA.
• IRS Guidelines: The IRS has specific rules regarding dual contributions, so it's essential to ensure you are compliant with their regulations.
• Contribution Limits: Be aware of the contribution limits for both types of accounts to avoid exceeding the allowable amounts.
• Tax Implications: Understand the tax advantages and implications of contributing to both accounts to make informed decisions.

While contributing to both an employer medical reimbursement plan and an HSA may be possible, it's crucial to review your individual circumstances and seek advice from a financial advisor or tax professional if needed.




Are you confused about whether you can contribute to both an employer medical reimbursement plan and a Health Savings Account (HSA)? This is a common concern, and the short answer is yes, but with some conditions to keep in mind.