Lively Flexible Spending Account suite
Hassle-free FSA administration for Brokers and Employers

Lively’s Flexible Spending Account suite combines innovation, customer support, and easy-to-use-technology to increase employee adoption and simplify administration.

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The value of an FSA

Offer employees savings and flexibility

A Flexible Spending Account (FSA) is an employer-sponsored account offered to employees to help them pay for eligible healthcare and dependent expenses with pre-tax funds. FSAs offer:

Payroll tax savings from employee contributions

Employee contributions to an FSA are not subject to FICA and FUTA taxes, which means employers save as well.

Employers can make contributions on top of employee contributions for additional tax savings.

Unlike HSAs, which must be offered alongside an HDHP, an FSA can be offered alongside any medical or dental plan to offer employees additional flexibility, and accommodate a range of health plan needs.

According to BenefitsPro, FSAs are one of the top benefits employers should add to attract and retain talent, and can be used to round out your benefits package.

FSA success piggy bank

Why Lively

Elevate the traditional FSA experience

With Lively you can count on unparalleled customer service, proactive education, and intuitive technology that make managing FSAs simple and supports employee adoption and use.

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Exceptional customer support

Every employer is assigned to a Customer Success team, while employees have access to a top-rated Member Support team.

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Innovative and proprietary technology

Built in-house and thoughtfully designed to be easy-to-use, dependable, and to personalize employer experiences.

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Taking the burden off employers

Robust education and resources, crafted to continuously drive usage for employees and take the burden off administrators.

Help each FSA reach its maximum potential with ease

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3x higher

Customer satisfaction is more than 3 times higher than the industry average.*

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95%

We don't keep you waiting. Over 95% of member phone calls are answered in less than 30 seconds.

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90%

of FSA claims are approved on the first review by the Lively team, reducing back-and-forth on any open claims.

*Based on Net Promoter Score (NPS). NPS is a widely used metric that measures customer satisfaction. Lively's NPS score is three times higher than the industry average of 16-34.

Benefits for employers

FSA administration simplified

The Lively FSA experience is designed to save employers time including a quick, efficient implementation process, and task automation that streamlines tedious day-to-day administration.

Flexible bundling and configurations

Meet a range of employees’ healthcare and dependent care needs with the Lively FSA Suite. Employers can also customize each type of FSA to include carryover funds and grace or runout periods.

Make data-driven decisions to optimize your FSA program according to your goals. Effortlessly keep an eye on spending details, payroll tax savings, and more.

Lively’s smart payroll deductions logic automatically calculates deductions, alleviating the burden of manual upkeep from the employer administrator.

Whether you choose to enroll employees directly through the easy-to-use Lively dashboard, a secure file transfer, or a third-party integration, Lively has got you covered with a range of options.

Lively FSA Employer Dashboard

Lively FSA suite

Offer a range of options with expert guidance

Give your team the flexibility to choose the best plan for their needs. Lean on Lively’s industry experts to guide you through the eligibility, coverage, and contribution guidelines of each plan.

General Purpose FSA

Commonly referred to as a healthcare FSA, a GPFSA covers eligible medical, vision, and dental expenses that not may not be covered by the employee’s health insurance. Unlike an LPFSA and DCFSA, this type of FSA is not HSA-compatible.

Some qualified medical expenses for General Purpose FSAs include:

  • Copays and deductibles

  • Prescriptions

  • Over-the-counter drugs

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Limited Purpose Flexible Spending Account

LPFSAs cover eligible preventive, dental, and vision care expenses not covered by the employee’s health insurance.

Some qualified medical expenses for Limited Purpose FSAs include:

  • Eye glasses, contacts, and solution

  • Dentures and bridges

  • Orthodontia and guards for teeth grinding

Lively FSA Mobile App with Debit Card

Dependent Care FSA

Employees can save on care expenses for children up to age 13 and elderly or disabled adults claimed as federal tax dependents.

Some qualified expenses for Dependent Care FSAs include:

  • Physical care

  • In-home care

  • Child or adult day care given by qualified caregivers in an institutional setting

FSA Carryover and Forfeiture stat

Customer testimonials

"

The Lively debit card and web page are very easy to use. We have had no problems using Lively for our medical expenses.

"

Douglas S.

Account Holder

Guide

Master the FSA basics

Your comprehensive guide to Flexible Spending Accounts and answers to common questions for account holders, employers, and brokers.

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Guide

What’s eligible?

Search thousands of up-to-date FSA eligible expenses.

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Article

Why employers should offer an FSA

The many benefits of offering your employees an FSA.

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Calculator

FSA savings calculator

See how much you can save with an FSA.

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Frequently Asked Questions (FAQs)

How does an FSA work?

A flexible spending account, or FSA, is an employer-sponsored benefit that employees can use to save money on healthcare and dependent expenses. Both employers and their employees may contribute, and contributions are typically made through pre-tax payroll deductions.

Depending on what type of FSA is offered, employees may use their funds on a range of eligible healthcare and dependent expenses. Access the list of qualified expenses directly through Lively's What's Eligible tool. Our comprehensive lists are always up-to-date with information from the IRS.

To withdraw tax-free money from your flexible spending account, you need to spend it on eligible expenses. Eligible expenses include deductibles, copayments, coinsurance, and more. Your employer plan will likely outline what is eligible under your flexible spending account. Along with medical expenses, dental and vision expenses are typically eligible as well.

Health Savings Accounts and Flexible Spending Accounts have a lot in common, namely that they’re pre-tax savings accounts that can be used to pay for eligible medical expenses alongside certain health insurance plans. The biggest difference is HSAs are owned by individuals and funds never expire, and FSAs are set up through an employer and employees must use their funds within the year.

Unused money in a Flexible Spending Account will be forfeited back to an employer if an employee leaves their place of employment. Employees who are eligible for COBRA may be able to get their FSA funds until their COBRA insurance runs out. Employees will not be able to use FSA funds for health insurance plan premiums.

In order to offer an HSA, an employer must also offer an HSA-qualifying HDHP, and in order for employees to participate in the HSA, they must be enrolled in an HDHP (but it doesn't have to be the employer's). An FSA can be paired with any type of health insurance plan. If you offer both an HSA and a Healthcare FSA, employees will need to choose between the two (they can't contribute to both at the same time). If you offer a Limited Purpose FSA and/or a Dependent Care FSA, employees can participate in both of these at the same time they are contributing to an HSA.