Many employee benefits are subject to annual dollar limits that are periodically updated for inflation by the IRS. The IRS typically announces the dollar limits that will apply for the next calendar year well in advance of the beginning of that year. This gives employers time to update their plan designs and make sure that their plan administration will be consistent with the new limits.
The following commonly offered employee benefits are subject to inflation-adjusted dollar limits...
Telemedicine is becoming a popular method of providing a variety of medical services. Some employers offer a telemedicine benefit that allows employees to interact with health care professionals via phone, video chat, email or text for diagnosis, consultation and treatment.
The IRS has released the inflation-adjusted limits for HSAs and HDHPs for 2017. These limits include: (1) the maximum HSA contribution limit; (2) the minimum deductible amount for HDHPs; and (3) the maximum out-of-pocket expense limit for HDHPs. The HDHP limits will not change for 2017 plan years. The only limit that will change for 2017 is the HSA contribution limit for individuals with self-only coverage under an HDHP, which will go up by $50.
Employers that offer HSA programs generally have very little, if any, involvement in HSA distributions. HSA owners have sole discretion for how and when to use HSA funds, and an HSA custodian or trustee tracks and reports all HSA activity. Nevertheless, some distribution rules may apply to or affect employers. This Legislative Brief makes special note of these while summarizing the rules applicable to HSA owners who receive money from an HSA.