The Lively Blog



Stay up to date on the latest news delivered straight to your inbox

How Your Section 125 Cafeteria Plan Interacts with Your HSA

Aaron Benway · June 28, 2018 · 3 min read


Some of you might have heard of a “Cafeteria Plan.”  A smaller number may have even heard the term “Section 125.”  However, most HSA owners have never really needed to know these terms, much less the underlying mechanics governing the employer benefits programs it created.  Still, for a minority, including those serving in a company benefits role or as a benefits consultant, you may have a stronger interest in how the Section 125 plan interacts with an HSA.  Here, we will explain.

IRS rules/regs (Section 125 Cafeteria Plan) – (as they relate to HSAs)

First, some background.  A “Cafeteria Plan” is a written plan sponsored by an employer whereby “participants may choose among two or more benefits consisting of cash and qualified benefits,” hence the term “cafeteria” in describing the options available to employees.  Importantly, the value of these options are excluded from gross income of employees and therefore not taxable to the individual, one of the reasons for their popularity.

While employers face certain restrictions to make sure the economic benefits of these plans do not discriminate in favor of highly compensated employees or key employees, that has not limited their rise in popularity.  One of the more notable restrictions is on their use in deferred compensation arrangements.  Essentially employers are prohibited from using Section 125 plans to defer compensation, though even here there are a few notable exceptions, including HSAs.

What does this mean?  Well, recall that for both Section 125 benefits and Health Savings Accounts there are significant tax savings available.  Not only are qualified benefits meeting program requirements exempt from gross income, and therefore income tax, they are also excluded from payroll tax by your employer.  Payroll tax is another 15.3%, split evenly between the employer and employee at 7.65%.  Generally speaking the most popular way employers achieve this goal is through program administration in a Section 125 plan.

So while not the only way for an employer to make contributions into an individual’s HSA – money that is then owned by the employee and cannot be retrieved by the employer – the Section 125 plan is the most common as these plans are well established, providing an existing set of rules an HR department can plug the HSA contributions into (both employer and employee, if elected).

As with most topics tax and qualified benefits-related, there are more rules and details, as well as HSA funding options.  However, for most HSA owners understand that a Section 125 plan is not only compatible with an HSA, it is likely the mechanism “behind the scenes” enabling your contributions to remain pre-payroll tax, a nice little benefit indeed.

Aaron Benway

Aaron Benway


Aaron is a Certified Financial Planner (CFP) and IRS Enrolled Agent (EA).  He co-founded HSA Coach, a digital tool to educate consumers on HSAs, track health expenses and other documents, and provide individual financial calculators, to help consumers get the most from their HSA and other savings.  To help individuals directly with their financial planning and wealth management requirements he founded AB Financial Planning.  Prior to co-founding HSA Coach, Aaron was the CFO of ventured backed fintech startup HelloWallet, acquired by Morningstar.  Aaron has an MBA from Harvard Business School and is a graduate of the US Naval Academy.

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.



Stay up to date on the latest news delivered straight to your inbox