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Employer Benefits IQ

HDHP & HSA Strategy Model — Benefits Intelligence

Benefits IntelligenceTool 10 of 38

HDHP & HSA Strategy Model

Compare HDHP premium savings against HSA contributions and model net employer cost.

Created by Corry Hull, REBC®, CSFS® for Employer Benefits IQ.

1.How thoroughly have you verified that your HDHP meets IRS minimum deductible and out-of-pocket maximum requirements for HSA eligibility?

2026 minimums: $1,700 self-only / $3,400 family deductible.

2.How strategically does your employer HSA contribution level bridge the deductible gap and incentivize HDHP enrollment?

Employer HSA contributions are the primary lever for making the HDHP financially attractive.

3.How well do employees understand how to use their HSA, including investment options, triple tax advantage, and long-term savings strategy?

Most employees use HSAs as spending accounts. Education on the investment and long-term savings opportunity is a differentiator.

4.How carefully have you reviewed for HRA/FSA/HSA eligibility conflicts across your benefit program?

A general-purpose HRA or health FSA disqualifies an employee from making or receiving HSA contributions.

5.How well do you monitor HDHP utilization patterns to detect deferred care or high out-of-pocket cost concentration?

HDHPs can cause employees to defer necessary care. Monitoring claims patterns and OOP cost distribution is essential.

Calculator

HDHP/HSA Employer Savings Model (2026)

2026 HSA limits: $4,400 (self-only) / $8,750 (family)

2026 HDHP minimum deductibles: $1,700 (self-only) / $3,400 (family)

Production should compare total annual cost for low-, medium-, and high-utilizer households, test HSA-qualified plan rules, and coordinate FSA/HRA eligibility.

This tool provides educational decision support only. Results are not legal, tax, actuarial, or insurance advice. Validate all outputs against current plan documents, applicable law, and qualified professional guidance. Scoring version 1.0 · Reference year 2026.