Personal Spending Accounts

Put more money in your workers’ pockets by offering personal spending accounts

Personal spending accounts offer great financial advantages for your workers to help them budget and save for everyday health care and dependent care costs, while also providing tax advantages that let your workers keep more money in their pockets. These financial accounts can help to offset worker costs for lower-premium plans, while still helping you to be mindful of the costs to your ministry.

Health savings accounts are medical savings accounts that can be paired with health savings account compatible health plan options. HSA balances automatically roll over from year to year, so that workers can use the account to pay this year's expenses or save it for the future. You can determine if you want to make a contribution to your workers' HSA to help them with their qualified expenses.

Health reimbursement accounts are funded by you to help workers pay for certain out-of-pocket medical, dental and vision expenses. It’s a great way to ensure that you help cover your workers’ medical expenses that come up while providing an affordable health care plan to your ministry.

Flexible spending accounts for medical expenses will help workers pay for qualified medical expenses, but the funding is use-it-or-lose it and is forfeited if not spent by the end of the plan year.

Flexible spending accounts for dependent care expenses cover dependent care costs including daycare, nursery school and day camp for eligible children, as well as for adult dependents who need care.

When you offer PSAs to your workers, you:

  • Provide financial support and tax-advantages for your ministry and workers when combined with a lower-cost medical plan and premiums. Contributions through payroll deductions result in FICA and income tax savings for most employers.
  • Protect your workers’ finances, giving them a greater peace of mind.
  • Round out the benefits you offer, improving recruitment and retention of your workers.
  • Offer great features including direct deposit, debit card access, online account management and even automatic bill payment.

Want to learn more? Check out these resources.


The site navigation utilizes arrow, enter, escape, and space bar key commands. Left and right arrows move across top level links and expand / close menus in sub levels. Up and Down arrows will open main level menus and toggle through sub tier links. Enter and space open menus and escape closes them as well. Tab will move on to the next part of the site rather than go through menu items.

Learn more.

Talk to an Account Manager!

Contact Us

What's the difference between and HSA, HRA, and FSA?

What is it? An HSA is a tax-advantaged account used to pay qualified medical expenses for the account holder and dependents. An HRA is a tax-advantaged account established and funded entirely by the employer for its workers’ and their dependents’ qualified health plan expenses. An FSA is a tax-advantaged account usually offered as part of a Cafeteria Plan. Funds can be used toward qualified medical or dependent care expenses depending on the type of FSA.
What is eligible? Medical expenses according to Internal Revenue Code Section 213(d). Visit for a list of eligible and ineligible expenses.
Health plan eligible expenses (copays, deductibles, coinsurance), dental or vision expenses as directed by the employer.

Medical FSA: Medical expenses according to Internal Revenue Code Section 213(d).

Dependent care FSA: Dependent care expenses according to Internal Revenue Code Section 129.

Who owns the account? Worker. Employer. Employer.
CHP Option compatibility? Can be used with any high deductible CHP option (Option HDHP, Healthy Me HSA A, Healthy Me HSA B, Healthy Me HSA C, Healthy Me HSA D, Healthy Me HSA E and Whole Health 2000). Can be used with any health plan option.

Can be used with any health plan option but must be limited purpose if a high deductible CHP option (Option HDHP, Healthy Me HSA A, Healthy Me HSA B, Healthy Me HSA C, Healthy Me HSA D, Healthy Me HSA E and Whole Health 2000).

Who contributes?
Employer and/or worker. The account can be funded by the employer and the worker.
Employer only. The account is funded entirely by the employer.
Generally, worker. This account is typically funded by the worker, although the employer can contribute as well.
Balance rolls over?  Yes. The balance does roll over from year to year. Employer decision. Money in the account at the end of the year can be rolled over if the employer designates.
No. If money is not used by the end of the year, the remaining dollars are forfeited to the employer, unless the employer elects to allow a rollover of up to an amount determined by the IRS.
Portable? Yes. The account is fully portable. Employer decision. The employer can allow terminated workers to spend remaining funds in the account. No. The account is not portable if the worker leaves the organization.
Investment opportunities?
Yes. The account will earn interest and workers can also invest balances over a certain threshold.
No. No.
Who holds the funds until a claim is received?
In the member’s account with the administrator (e.g., HealthEquity and Lutheran Church Extension Fund).
Employer. Employer.