“Health Reimbursement Account (HRA)”

What is an HRA?

A Health reimbursement Account (HRA) is a type of employer-sponsored benefit plan that helps employees cover qualified medical expense tracking app. In an HRA, employers contribute funds to individual accounts for their employees. These funds can be used by employees to pay for eligible healthcare expenses, such as deductibles, co-payments, prescription medications, and certain medical services.

How does HRA work?

Employer Contribution:

Employers determine the amount they want to contribute to each employee’s HRA. These contributions are generally tax-deductible for the employer.

Plan Design:

Employers have flexibility in designing the HRA plan. They can specify the types of medical expenses eligible for reimbursement, set contribution limits, and establish rules for fund rollover from year to year.

Employee Incurs Medical Expenses:

When employees have eligible medical expenses, they can use the funds from their HRA to cover these costs. Qualified expenses often include deductibles, co-payments, prescription medications, and certain medical services.

Documentation:

Employees may need to provide documentation, such as receipts or statements, to verify that their expenses are qualified for reimbursement. The specifics can vary based on the employer’s HRA plan design.

Tax Advantages:

HRA contributions made by employers are typically tax-deductible. Additionally, funds used by employees for qualified medical expenses are usually not considered taxable income.

Coordination with Health Plans:

HRAs are often paired with high-deductible health insurance plans. The HRA assists employees in covering out-of-pocket costs associated with the high deductible, making healthcare more affordable.

Types of Health Reimbursement Account

• Integrated HRA (Integrated Health Reimbursement Account):

  Paired with a group health insurance plan.

  Used to cover eligible medical expenses not covered by the insurance plan, such as deductibles and copayments.

• Qualified Small Employer HRA (QSEHRA):

  Designed for small employers with fewer than 50 full-time employees.

  Employer-funded, providing tax-free reimbursement for eligible medical expenses incurred by employees.

• Individual Coverage HRA (ICHRA):

  Allows employers of all sizes to offer an HRA for employees to purchase individual health insurance.

  Reimbursements can cover premiums and other qualifying medical expenses.

• Retiree HRA:

  Established by employers to assist retired employees with healthcare expenses.

  Typically used to reimburse retirees for medical expenses, including premiums for health insurance.

• Excepted Benefit HRA:

  Offers additional benefits beyond major medical coverage.

  Limited in terms of annual contributions, making it a supplemental plan rather than a primary source of coverage.

Benefits of Health Reimbursement Arrangements

• For Employers:

  Cost Control: Employers have control over the contributions to HRAs, allowing them to manage and predict healthcare costs effectively.

  Tax Advantages: Employer contributions to HRAs are typically tax-deductible, providing a cost-effective way to support employee healthcare expenses.

  Flexibility: Employers can design HRAs to suit their specific needs, determining the contribution amounts, eligible expenses, and other plan details.

• For Employees:

  Financial Support: HRAs provide employees with financial assistance for qualified medical expenses, reducing their out-of-pocket healthcare costs.

  Tax Benefits: Reimbursements from HRAs for eligible medical expenses are typically tax-free for employees, providing additional financial relief.

  Unused Funds Rollover: Depending on the HRA design, employees may have the opportunity to carry over unused funds from one plan year to the next, encouraging prudent healthcare spending.

FAQ

• What expenses are eligible for reimbursement?

  Eligible expenses typically include deductibles, co-payments, prescription medications, and other qualified medical costs. The specifics can vary based on the employer’s HRA plan design.

• Are HRA contributions taxable?

  Generally, employer contributions to HRAs are tax-deductible for the employer and not considered taxable income for employees.

• Can employees contribute to their HRAs?

  No, HRAs are typically funded solely by employers. Unlike Health Savings Accounts (HSAs), employees do not contribute their own funds.

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