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Is an HDHP good for employers (and employees)?

Lively · March 1, 2018 · 3 min read


Healthcare debates seem to be eternally ripe in the political and benefits space. Costs are increasingly difficult to balance with coverage. Health insurance plans like HDHPs, PPOs, and HMOs all have clear benefits and limitations. Today we will break down the HDHP and why it’s a good option for employers and employees (no matter their age).

HDHP Overview

High Deductible Health Plan (HDHP) is a healthcare plan by definition by lower premiums and higher deductibles.

In order for your health insurance plan to be considered a qualifying high deductible health plan in 2018, it must have an annual minimum deductible of $1,350 for individuals and $2,700 for families. In addition, the annual out-of-pocket maximum for 2018 can’t be more than $6,650  for individuals and $13,300 for families.

Why Would You Add to your Healthcare Insurance Offerings or Switch to HDHP?

Great, but the qualifying event won’t help you make a decision to switch (or not switch) to an HDHP. Let’s get to the point. Here is the sequence of market-inspired events:

  • Healthcare costs are rising for both employers and employees (faster than inflation actually).

  • Many employers can’t remove health insurance from their benefits offering in a competitive job market (and maybe they don’t want to).

  • HDHPs offer a clear solution to lower employer health insurance premiums and still offer employer-sponsored health insurance.

In this scenario, employers can keep their benefits offering robust and cut costs. What about employees? They are left exposed to higher out-of-pocket deductibles that can risk more financial vulnerability as yearly health cost rise.

Don’t fret, we have a solution that allows you to reduce your employer premium costs by offering an HDHP and add long-term financial health security that is unavailable with health insurance plans like a PPO or HMO.

Adding an HSA to Round Out an HDHP

There is no question that HDHP can leave employees in a more financially risky position. HSAs mitigate that risk and add the option for long-term tax-free savings and investment. An HSA creates a clear path to save pre-tax dollars to offset any qualified out-of-pocket medical expenses that might accompany an HDHP. On top of that, their triple-tax benefits never expire and employees can save their HSA for years to come. Unlike an FSA, an HSA never expires. The more they save in their HSA, the more employees will have for their health costs for today and well into retirement.

HSAs and HDHPs create an optical coverage and savings balance. Like a 401k, an HSA is one of the few benefits that never expire. Employees are happy. Employers are happy. You don’t have to wait until your next open enrollment to add an HSA. You can add one today!



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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