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Preparing Employees for Retirement

Lively · May 17, 2018 · 2 min read


Helping employees stay healthy and prepare for retirement is at the core of most benefits offerings. Healthcare insurance is for today and retirement savings is for tomorrow.  These two benefits serve as the stable of any well-rounded benefits plan.

Employee Retirement Benefits

The standard approach for employee retirement benefits is a 401(k). This allows employees to make automated pre-tax payroll contributions (based on payroll cycles). The automated features of 401(k)s allow employees to ‘set and forget’ their 401(k) and ensure they are saving designated money from each paycheck for retirement.

Retirement benefits success starts with proper employee education and engagement so they can better understand expected retirement costs.

What’s Missing?

If a 401(k) is the standard approach aren’t employees covered with this single benefits feature? Maybe not. Retirement healthcare costs are expected to exceed $275,000 for couples – on top of Medicare. Additionally, Social Security doesn’t seem like it will be offering much security in the future. All of these systems will fall short of paying for all health costs in retirement.

Do employees have enough funds to cover these costs? Or are there other benefits they can add to better prepare for these out-of-pocket health expenses in retirement?

Long-Term Health Cost View

Understanding health costs in retirement and the financial burden that it can create requires investigation into other pre-tax savings options. Adding an HSA to an HSA-eligible health plan, like an HDHP creates tax-free savings for health costs today and in retirement.

Employees can use an HSA, along with the triple-tax advantages it creates to lower the cost of health expenses. While HSAs were intended for short-term health expenses, like out-of-pocket medical expenses this year, their tax structure makes them the new stealth IRA.

Combined Results: 401(K) and HSA

Combing a 401(k) and HSA adds more retirement saving options for employees. An HSA can help pay for all health costs in retirement. Just in case employees don’t use that money for health expenses, after the age of 65, employees can use it for anything, not just health expenses. And let’s be honest, the more money employees have saved for retirement, the better! Combing a 401(k) and HSA ensures employees are better prepared for retirement.



Lively is the modern HSA experience built for—and by—those seeking stability in the ever-shifting healthcare landscape. By harnessing modern innovation and deep industry expertise, Lively is committed to bridging today’s savings with tomorrow’s unknowns. Unlike traditional institutions hindered by bureaucracy, Lively’s commitment extends beyond initial set up to providing dedicated, ongoing support and education for every step. So each HSA can reach its maximum potential with minimal headache.

piggy bank on pink background


2024 and 2025 HSA Maximum Contribution Limits

Lively · May 9, 2024 · 3 min read

On May 9, 2024 the Internal Revenue Service announced the HSA contribution limits for 2025. For 2025 HSA-eligible account holders are allowed to contribute: $4,300 for individual coverage and $8,500 for family coverage. If you are 55 years or older, you’re still eligible to contribute an extra $1,000 catch-up contribution.

comparing hsa versus fsa


What is the Difference Between a Flexible Spending Account and a Health Savings Account?

Lauren Hargrave · February 9, 2024 · 12 min read

A Health Savings Account (HSA) and Healthcare Flexible Spending Account (FSA) provide up to 30% savings on out-of-pocket healthcare expenses. That’s good news. Except you can’t contribute to an HSA and Healthcare FSA at the same time. So what if your employer offers both benefits? How do you choose which account type is best for you? Let’s explore the advantages of each to help you decide which wins in HSA vs FSA.

Benefits of HSA employer matching

Health Savings Accounts

Ways Health Savings Account Matching Benefits Employers

Lauren Hargrave · October 13, 2023 · 7 min read

Employers need employees to adopt and engage with their benefits and one way to encourage employees to adopt and contribute to (i.e. engage with) an HSA, is for employers to match employees’ contributions.

Disclaimer: the content presented in this article are for informational purposes only, and is not, and must not be considered tax, investment, legal, accounting or financial planning advice, nor a recommendation as to a specific course of action. Investors should consult all available information, including fund prospectuses, and consult with appropriate tax, investment, accounting, legal, and accounting professionals, as appropriate, before making any investment or utilizing any financial planning strategy.



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