If you have a client who has been burned by a disappointing health savings account plan option before, trying to advise them on the strategy a second time can feel impossible.
But a few subtle changes in messaging and plan design can make a world of difference, and even your most reticent employer — and their employees — will be able to see the value in adopting HSA-eligible plans.
First, when we talk about a “bad experience” with HSA plans, generally, we’re describing an employer who experienced low enrollment. Low enrollment constricts HSA savings, which can be significant. Consulting firm Mercer found HSA-eligible plans cost 22 percent less than traditional plans, even factoring in employer contributions to HSAs.
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