Paul A Thomas" <taxman[at]negia.net> wrote:
- quote -

Why don't you match the employee's contribution dollar for
dollar for the first, let's say, $1K? This way, your
employees would have an incentive to save and would have $2K
for (part of) the deductible. Assuming you offer matching
dollars for their 401k's, you could offer matching for their
HSA's instead given that both plans can be used for
retirement and they would have cash for health expenses if
necessary.

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"John Logan" <john.logan[at]businessbenefitssolutions.net> wrote

- quote -

My understanding is no. The AFLAC (or similar) coverage
would not allow the HSA contributions to be qualified.

--
Paul A. Thomas, CPA
Athens, Georgia
taxman at negia.net

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Here's my dilemma. As an employer trying to cope with the
rising cost of health insurance, I'm debating going to a
high deductible health plan and offering HSAs to my
employees to cover the higher deductible. The issue is that
few can afford to fund the HSA immediately so they're left
hanging unless I also offer some voluntary benefits like
AFLAC that cover the high deductible until the HSA is fully
funded. Is that allowed under the IRS guidelines? And are
there any other tax advantages to offering more voluntary
benefits then are necessary via my Section 125?

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