They say imitation is the sincerest form of flattery. Now it appears health savings accounts are taking cues from the 401k—particularly in terms of auto-enrollment.
HSAs may still be used more as spending accounts than savings accounts, but the Plan Sponsor Council of America’s (PSCA) 2022 Health Savings Account Survey, sponsored by HSA Bank, finds signs that retirement plans are indeed starting to influence HSA program designs.
Most noticeably, half of large employers—and more than a third of respondents overall—indicate that they do or will position the HSA as part of a retirement savings strategy to employees, according to the PSCA survey, which reported on the 2021 plan-year experience of more than 450 employers.
One key design strategy employed by more than four-in-10 respondents is the use of automatic enrollment—up from 35.3% in 2020 and 32.2% in 2019. Automatically opening HSAs and enrolling employees dramatically increases the savings rate. This includes more than half of small organizations that automatically open an HSA for employees when they enroll in the HDHP.
Moreover, nearly six-in-10 (57.2%) allow rollovers from HSAs for newly hired workers, and nearly two-thirds (61.9%) educate and encourage rollovers from other HSAs—moves that support the growth of these savings accounts.
These programs are the only account that offers a “triple tax” advantage for healthcare expenditures—offering the same pre-tax savings advantage and tax deferral on investment growth as 401ks, but also allowing for the tax-free withdrawal of those funds for eligible healthcare expenses.
“The uncertainty of future health care expenses is a significant concern for many,” said Hattie Greenan, director of research and communications, PSCA. “HSAs can be an important part of a holistic retirement savings approach to address these concerns.”
Those supportive structures notwithstanding, education remains a significant challenge for the employers that sponsor and look to encourage participation in these programs. Yet, most employers only provide education about HSAs during open enrollment (61%) or when onboarding employees.
Differences from 401k plans
One notable area where the design of most HSA programs differs from 401k programs is investable account assets—as HSAs are still largely treated by participants as short-term spending accounts for healthcare. Just 20% of account holders invest their assets in something other than money market funds – where $1,000 minimum cash balance remains a threshold for directed investment by more than 80% of responding organizations.
“Incorporating HSA education as part of a broader financial wellness program throughout the year with multiple touch points, perhaps alongside your retirement plan education, would go a long way towards reframing HSAs,” said Ann Brisk, director of strategic partnerships at HSA Bank. “It is encouraging to see data documenting the expansion of these valuable resources across a wide variety of employer sizes and worker populations. As we enter another open enrollment season, employers should find this benchmarking data a valuable resource.”
The survey can be accessed at https://www.psca.org/research/HSA.
Insights on how employers can utilize these survey results to design their benefits plans will be shared in a webinar hosted by PSCA and presented by HSA Bank on Thursday, Nov. 17. Learn more here.
SEE ALSO:
• HSAs and 401ks—Better Together (Part One)
• Why HSAs and 401ks Are Better Together (Part Two)
• Inflation Sparks Big Jump in 2023 HSA Contribution Limits
Veteran financial services industry journalist Brian Anderson joined 401(k) Specialist as Managing Editor in January 2019. He has led editorial content for a variety of well-known properties including Insurance Forums, Life Insurance Selling, National Underwriter Life & Health, and Senior Market Advisor. He has always maintained a focus on providing readers with timely, useful information intended to help them build their business.
