Many employers want to continue helping former employees with healthcare costs after retirement but are looking for a more flexible and predictable alternative to a traditional retiree health plan. A common question is: Can an employer give retirees money to help pay for their own health insurance? The answer is yes, but it must be
How Can Employers Help Retirees Pay for Health Insurance? Read More »
Many small business owners operate as S corporations and want to take advantage of the same tax-advantaged benefits available to their employees. One common question is whether an S corporation owner can participate in a Section 125 Cafeteria Plan. The answer is generally no for shareholders who own more than 2% of the S corporation.
Can S Corporation or LLC Owners Participate in a Cafeteria Plan? Read More »
Many small business owners ask whether they can simply reimburse employees for the cost of their own health insurance instead of offering a traditional group health plan. The short answer is: Yes, but not by simply giving employees tax-free reimbursements. Federal law generally does not allow employers to reimburse employees for individual health insurance premiums
Can I Reimburse Employees to Buy Their Own Health Insurance? Read More »
Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs) are both tax-advantaged accounts that help individuals pay for qualified healthcare expenses. While they share many similarities, they operate under different rules and are designed for different situations. Understanding the differences can help employers choose the right benefit strategy and help employees make informed enrollment decisions.
One of the first questions employers ask when considering a Flexible Spending Account (FSA) is: “How much does FSA administration cost?” The answer depends on several factors, including the size of your company, the type of FSA being offered, the services included, and the administrator you choose. For many employers, FSA administration is more affordable
Choosing the right Flexible Spending Account (FSA) administrator is one of the most important decisions a small business can make when offering employee benefits. A good FSA administrator helps ensure your plan stays compliant, claims are processed accurately, employees receive timely support, and your administrative workload remains manageable. At Empower, we specialize in helping small
Yes. Small businesses can offer a Flexible Spending Account (FSA) to their employees. An FSA is not limited to large employers; businesses of almost any size can establish an FSA plan as part of their employee benefits package. In fact, an FSA can be an effective way for small businesses to provide valuable tax advantages
The IRS has released the Health Savings Account (HSA) contribution limits for 2027, giving individuals and employers an opportunity to begin planning for the upcoming year. HSAs continue to be one of the most tax-advantaged tools available for healthcare savings. Individuals enrolled in a qualified High Deductible Health Plan (HDHP) can contribute pre-tax dollars to
As the demand for GLP-1 medications continues to rise, employers are looking for practical ways to help employees access these treatments without dramatically increasing the cost of their health plan. A GLP-1 HRA (Health Reimbursement Arrangement) can provide a flexible, employer-controlled solution that helps employees manage the cost of eligible weight loss medications and related
GLP-1 HRAs: A Smarter Way for Employers to Support Weight Loss Medications Read More »
At Empower, we believe in pricing models that put your clients first. That’s why we’ve chosen a simple, flat-rate pricing structure for our Spousal Incentive HRA, in contrast to the percentage-of-savings model adopted by some other vendors. Flat Pricing = Clear Value The percentage-of-savings model can seem attractive at first glance—after all, if an employer
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