FSA / HRA / HSA
FSA Reimbursement for Non-Covered Spouse
Health FSA funds may generally be used to reimburse eligible medical expenses for a spouse or qualifying dependents even if they are not enrolled in the employer's health plan.
FSA / HRA / HSA
Question of the Week - FSA Qualifying Dependents
Q.- We are allowing employees to elect up to the new IRS maximum for their dependent day care FSA. We want to provide a reminder about whose expenses are eligible for
Q.- We are allowing employees to elect up to the new IRS maximum for their dependent day care FSA. We want to provide a reminder about whose expenses are eligible for reimbursement under the FSA. What should we tell employees?
A.- Dependent Day Care FSA funds can be used to reimburse expenses for the care of qualifying individuals who allow the employee and, if applicable, the employee’s spouse to work, look for work, or attend school full-time. Eligible dependents include:
- Children under age 13 who live with the employee more than half the year.
- The employee’s spouse who is physically or mentally incapable of self-care and lives with the employee.
- Any other dependent (such as an elderly parent) who lives with the employee, is incapable of self-care, and whom the employee claims as a tax dependent on their federal return.
Expenses must be for care that enables the employee to work and not for education, overnight camps, or non-work-related babysitting.
Benefit Allocation Systems (BAS) provides online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 integrates with major insurance carriers for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and others), and with leading payroll platforms for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and others).
This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.
Topics
COBRA
COBRA Offering to Retirees
When a covered employee becomes entitled to Medicare before retiring, a covered spouse may receive up to 36 months of COBRA continuation from the date of Medicare entitlement.
COBRA
COBRA Offering to Retirees
When a covered employee becomes entitled to Medicare before retirement, the spouse may be eligible for up to 36 months of COBRA continuation coverage.