HSA/FSA

Pay for eligible expenses with pre-tax dollars.

Saving money pre-tax to pay for medical expenses is one of the best tricks to keeping your costs down. No matter which medical plan you have, there’s an option for you to stash away some funds for expenses like co-pays, cost-shares, prescription drugs, and more, with a Health Savings Account (HSA) or Flexible Spending Accounts (FSAs).

So which one is right for you? There are some important rules and features to know about before you choose. Learn more about each option to see which one is the best match.

Health Savings Account (HSA)

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Flexible Savings Account (FSA)

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FIDELITY*

Health Savings Account

Policy/group #: N/A
‍Call: (800) 835-5097‍
‍Website: netbenefits.com

*Current HSA provider

HSA Bank*

Health Savings Account

Policy/group #: N/A
‍Call: (800) 357-6246‍
‍Website: choicefund.hsabank.com

*Previous HSA provider

Navia Benefit Solutions

Flexible Spending Account

Policy/group #: PRP
‍Call: (800) 669-3539‍
‍Website: naviabenefits.com

Health Savings Account (HSA)

The HSA, administered by Fidelity is available only to participants in the Cigna or Kaiser CDHP medical plans. An HSA is a unique, tax-advantaged account that can be used to pay for current or future healthcare expenses. When combined with a high-deductible health plan, it offers savings and tax advantages that a traditional health plan can’t duplicate.

Beneficiary Designation

When you enroll in an HSA, you will need to make a beneficiary designation. It is important to keep your beneficiary designations up-to-date. You can update beneficiary designations at any time during the year. You do not have to wait until the annual enrollment period to make changes to your beneficiary designations.

Employer HSA Contributions

Employer contributions will only be made to active, eligible HSA accounts that have completed all required verification steps. Employees have 90 days to open their HSA account. If the account is not opened, employee will forfeit any HSA employer contributions. Missed contributions due to delayed account activation will not be retroactively funded. Additionally, if an employee has already reached their annual IRS contribution limit, they will forfeit any remaining employer contributions for the year.

Per IRS regulations, contributions may begin on the first day of the month following your HSA effective date. Employees who newly enroll in the HSA with an effective date after December 1 will be eligible for contributions beginning January 1 of the following year and will not receive Q4 contributions in the current year.

There are some important rules to know about HSA eligibility:

  • You cannot be covered by any other non-HSA-compatible health plan, including Medicare Parts A and B
  • You cannot be covered by TriCare
  • You cannot have accessed your VA medical benefits in the past 90 days (to contribute to an HSA)
  • You cannot be claimed as a dependent on another person’s tax return
  • You must be covered by the qualified CDHP on the first day of the month

Benefits for you

  • Proofpoint will fund your HSA quarterly. We’ll contribute more than half the deductible amount, annually!
  • Cigna CDHP: Up to $1,200 (employee only) or $2,400 (you + 1 or more dependents)
  • Kaiser CDHP: Up to $1,000 (employee only) or $2,000 (you + 1 or more dependents)
  • It’s triple tax-advantaged. You don’t pay federal taxes on the money you set aside, your balance earns interest tax-free, and you won’t pay taxes on withdrawals (for qualified expenses).
  • Your funds never expire. You own your HSA and the funds are yours to keep even if you leave the company.
  • You can adjust your payroll contribution at any time during the year.

Click below to view the CDHP Easy Guide

CDHP Easy Guide

Important rules

  • You must spend your funds on qualified medical, dental and vision expenses.
  • The 2026 maximum allowed contribution into your HSA is $4,400 for individual coverage and $8,750 for family coverage (this limit includes Proofpoint’s contribution to your HSA). An additional $1,000 is allowed at age 55+.
  • If you have an HSA, you cannot also have a general purpose healthcare FSA. However, you can have an HSA and a limited purpose FSA covering just dental and vision.
HSA Resources

Flexible Spending Account (FSA)

An FSA is available to you no matter which health plan you select. Administered by Navia Benefit Solutions, FSAs allow you to pay for health and dependent care expenses with tax-free dollars. Here’s how they work: You estimate how much you will spend on eligible expenses in the comingyear and elect to have that amount deducted from your pay on a pre-tax basis.

Benefits for you

  • There are three different types of FSAs: General purpose healthcare (medical, dental and vision), limited purpose healthcare (dental and vision only), and dependent care.
  • Double tax-advantaged: You don’t pay federal taxes on the money you set aside, and you won’t pay taxes on withdrawals (for qualified expenses).
  • You must carefully project your annual spending because you can only roll over $680 of unused funds from the healthcare FSA into the next year. There is no rollover for the dependent care FSA.
  • Your enrollment is binding, which means you cannot change your contribution throughout the year unless you have a qualifying life event.

Submit Your 2025 Expenses

  • If you were enrolled in an FSA for 2025, don’t forget to submit your eligible 2025 expenses to Navia by March 31, 2026. To file your claims, visit Navia’s portal.
  • Both the Healthcare and Limit Purpose FSA offer a carryover option for unused funds. Any balance:
  • $680 or less in either of these accounts at the end of 2025 was carried over into 2026.
  • Over $680 that isn’t submitted as a valid 2025 expense by March 31 will be forfeited, per IRS guidelines (“use it or lose it”).
  • If you were enrolled in a Healthcare FSA in 2025 and are you enrolled in a CDHP Medical Plan for 2026, any eligible carryover funds are automatically transferred to a Limited Purpose FSA, under IRS rules.

Depression Awareness & Help

  • If you have an HSA, you cannot also have a general purpose healthcare FSA. However, you can have an HSA and a limited purpose healthcare FSA covering just dental and vision.
  • You must spend your funds on qualified medical, dental and vision or daycare expenses.
  • The 2026 maximum allowed contribution into your general purpose or limited purpose FSA is $3,400.
  • The maximum for the dependent care FSA is $7,500 per married couple filing jointly, or $3,750 if married and filing separately.
FSA Resources

HSA

HSA Calculator

HSA Eligible Expense

FSA

FSA Eligible and Ineligible Expenses

Navia FSA Enrollment Kit

FSA Claim Form

Dependent Care FSA Debit Card

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