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Health savings accounts are available to employees enrolled in the School Employees Benefits Board's (SEBB) Uniform Medical Plan (UMP) high-deductible health plan (HDHP). The SEBB Program contracts with HealthEquity to administer the health savings accounts.
Access HSA resources, including forms and documents.
An HSA is a tax-exempt account, owned by the employee, and funded by employer and employee contributions. The money is the employee's, even if they change health plans, get a new job, or retire.
Employees can use the HSA funds to pay for IRS qualified out-of-pocket medical expenses, like deductibles, copays, and coinsurance for themselves and their IRS tax dependents. An HSA balance can grow over the years, earn interest tax free, and build savings that individuals can use to pay for health care as needed, or pay for Medicare Part B premiums. Learn more about qualifying expenses in The Complete HSA Guidebook.
An HSA is opened by HealthEquity, the HSA administrator, for all employees enrolled in the SEBB Uniform Medical Plan (UMP) High Deductible health plan.
An HDHP is a medical plan that qualifies for a health savings account (HSA) and offers lower premiums but comes with a higher combined medical and prescription deductible and medical out-of-pocket limit than most traditional health plans.
The SEBB Program offers one HDHP: UMP High Deductible.
Employees must ensure that they meet the IRS eligibility requirements to enroll in the UMP HDHP with an HSA. If an employee elects to enroll in an HDHP plan with an HSA but is not eligible, they may be liable for taxes and incur tax penalties.
When an employee enrolls in the UMP HDHP, HealthEquity opens a health savings account and mails a member welcome kit to the employee. The employee owns the HSA and all funds that are deposited into it and is responsible for tracking and managing their HSA.
Eligible employees enrolled in the UMP HDHP with an HSA may also enroll in:
An employee cannot enroll in both an HDHP with an HSA and a Medical FSA at the same time.
The FSA and DCAP benefits provided by the SEBB Program are not available to employees eligible for SEBB benefits due to locally negotiated criteria or employees of employer groups.
Health savings accounts (HSAs) are funded by employer and employee contributions.
The employer contribution is taken from the total rate paid by the SEBB organization to the SEBB Program for each eligible employee enrolled in the UMP HDHP and deposited into the HSAs at the end of month by the SEBB Program. The SmartHealth wellness incentive, if earned, is deposited by the end of January of the following year.
The entire annual HSA amount is not available on January 1.
Once the employer contribution has been deposited, the funds belong to the employee and can only be retrieved if the employee was never eligible to be enrolled in an HSA. Contact Outreach & Training through HCA Support if that situation arises.
The amount of the employer contribution is determined by whether the employee is enrolled in the UMP HDHP alone or has one or more dependents enrolled with them. Employees who enroll midyear will only receive the employer contribution for the months in which they are enrolled in the UMP HDHP.
People covered on the UMP HDHP |
Deposited monthly into HSA |
Total deposited by the end of the plan year |
---|---|---|
Employee only |
$31.25 |
$375 |
Employee with one or more dependents enrolled |
$62.50 |
$750 |
Employees can add their own tax-free contributions to their HSA, up to the IRS annual limit.
The maximum annual contribution rate is increasing for 2025: $4,300 for employee only, $8,550 for families
People covered on the UMP HDHP | Annual maximum contribution amounts for 2024 |
---|---|
Employee only |
$4,150* |
Employee with one or more dependents enrolled |
$8,300* |
*Employees age 55 or older may add an additional $1,000 per year to the HSA.
Employees are responsible for managing their own HSA accounts and must ensure that the total of all contributions do not exceed the IRS annual limit, which includes the employer and employee contributions and the $125 SmartHealth wellness incentive, if earned.
Employees enrolled in the UMP HDHP may contribute money to their HSA in either of two ways:
Funds are available to the employee as they are deposited.
To request to contribute through payroll deduction, employees must complete and submit to their SEBB organization the current year’s Employee Authorization for Payroll Deduction to HSA form (2024, 2025).
SEBB organizations who wish to make payroll deductions available must be capable of making an Electronic Fund Transfer (EFT) using routing information and health savings account numbers.
For setting up and managing employee HSA contributions through payroll deduction (SEBB organization contact)
Email: Lana Pech
For HDHP/HSA eligibility questions
Online: HealthEquity
Phone: 1-844-351-6853
TRS: 711
For HDHP information
Online: Uniform Medical Plan