Employees: Consumer directed health plan (CDHP) with a health savings account (HSA)
A CDHP is a high-deductible health plan, with a health savings account (HSA). CDHPs offer lower premiums, a higher medical deductible, and a higher medical-out-of-pocket limit than most traditional health plans.
The HSA is a tax-exempt account anyone can deposit funds into on your behalf. You can use your HSA to pay for (like deductibles, copays, and coinsurance), including some expenses and services that your health plan may not cover.
You must meet certain eligibility requirements to enroll in a CDHP/HSA. If you are not eligible for a CDHP/HSA and enroll, you may be liable for tax penalties.
You are not eligible to enroll in a CDHP with an HSA if you are enrolled in:
- Medicare Part A or Part B or Medicaid
- Another comprehensive medical plan
- VEBA, unless you convert it to limited HRA coverage
- TRICARE
- Medical Flexible Spending Arrangement (FSA) or Health Reimbursement Arrangement (HRA) Note: You may enroll in a Limited Purpose FSA
Other exclusions apply. Check at , contact your tax advisor, or call call HealthEquity toll-free at 1-877-873-8823 (for Kaiser members) or 1-844-351-6853 (for UMP members) to verify whether you qualify. See the for full details.
When you enroll in a CDHP, your employer contributes $700.08 for you, or $1,400.04 for you and at least one other family member in your HSA.
Maximum contributions for the HSA for 2022 are $3,650 for a single subscriber and $7,300 for a family. Employees ages 55 and up can contribute up to $1,000 more per year.