Benefits Services

This employee owned and funded pre-tax plan can be paired with limited-purpose or post-deductible FSAs or HRAs. Employers can also make contributions.

Money contributed to an HSA can be used tax-free for qualified medical expenses.

Those enrolled in a Qualified High Deductible Health Plan (QHDHP) and not covered by any other insurance for health expenses qualify for an HSA. The money in the plan can be used for common medical expenses and since there’s no annual rollover limit, employees can quickly accumulate a significant balance in their HSA.

There are currently 35 million FSA plans in the United States, so it’s no secret that flexibility is key when it comes to health care.

An FSA is a pre-tax account funded by the employee, but can be funded by the employer. The account is owned by you, the employer, while funds are owned by employees. With this tax-advantage plan, employees put money into an account to pay for qualified expenses.

HRAs are owned and funded by the employer. These plans are designed to help offset employee out-of-pocket, qualified medical expenses and individual health insurance premiums with tax advantages for both the employer and employee.

We offer the traditional HRA plans as well as the newer HRA options that include Individual Coverage Health Reimbursement Arrangements (ICHRAs), and Qualified Small Employer Health Reimbursement Arrangements (QSEHRAs). Both plans incorporate the ability to reimburse the individual for purchasing individual medical coverage which is not allowed in the traditional HRA plans.

ICHRAs are more flexible than QSEHRAs with no limit on the reimbursement amount or company size.

Common qualifying expenses can include: Individual insurance premiums, copays, deductible payments, coinsurance, doctor office visits, exams, lab work, hospital visits and prescription drugs.

Large Employers can still offer group health plans and class out employees not a fit or eligible for the group health plan and offer ICHRAs.  ICHRAs can satisfy the Applicable Large Employer (ALE) requirements under the ACA.

Your solution to claims preparation and submission.

PrimePay helps with the burdensome administrative tasks required for tax-free reimbursement processing by providing clients with an integrated health reimbursement arrangements (HRA) claims processing solution.

• Less administrative work, greater plan participation, and more employee engagement.
• Accurate and timely submission and reimbursement of claims.
• Fulfills IRS substantiation requirements for pre-tax plans.
• Reduces financial exposure and common user errors.
• Greater adoption of pre-tax plans and employee engagement.
• Provides funds to participant prior to receiving the bill from their medical provider.