Offering a High-Deductible Health Plan (HDHP) with a Health Savings Account (HSA) is a powerful way to support your employees’ financial and health goals. With the 2025 updates to HSA contribution limits, there are new opportunities to enhance these benefits while maximizing tax advantages.
No. An employer can set up deposits into an HSA at whatever bank an employee desires.
For new groups, this happens during the enrollment process. For others, simply inform the owner or HR department about the amount you wish to contribute each month, and they will relay the information to us. Typically, it takes between 2 to 4 weeks after invoice processing for the funds to be credited to your account.
Care+ HSA is a comprehensive coverage, anywhere plan that covers essential medical needs and does not restrict you to a provider network. This health plan uses an innovative healthcare pricing strategy called fair-priced healthcare. To learn more about fair-priced healthcare, click here . To view information about your Care+ HSA health plan, click here and select your specific plan name.
To make contributions to a Health Savings Account (HSA), enrollment in a High Deductible Health Plan (HDHP) is required. Thus, the Preventive HSA plan is designed accordingly. Under this plan, the deductible applies only to specific services such as sick or primary care office visits, specialist office visits, and lab tests. If a member meets the deductible through these services, they will then be subject to a copay for sick office visits and labs. This copay is only applicable after meeting the deductible. Note: For employees who are also members of Zion HealthShare, they will work with their IUA when using their HealthShare membership for medical expenses not covered by their health plan.
