An FSA, or Flexible Spending Account, is an employer-sponsored account that enables participants to set aside money from each paycheck, before taxes, to help pay for IRS-approved, out-of-pocket medical expenses for themselves and their dependents.

An HSA is a tax-advantaged benefit account for people enrolled in a high-deductible health plan (HDHP). Account owners make pre-tax contributions each payday in order to pay for IRS-approved eligible expenses for themselves and their dependents.

A limited purpose FSA (LPFSA) is a tax-advantaged benefit account available only to those with an HSA. You may use a LPFSA to pay for qualified vision and dental expenses. If you claim an expense through your LPFSA, you can't claim it again through your HSA.

A Dependent Care plan (DCAP) is an employer-sponsored benefit that helps pay for the care of a qualified dependent. Each pay period, the employee makes a pre-tax contribution to the account. After paying for care and filing a claim, the employee receives reimbursement.

A Transit (also known as Commuter) plan is an employer-sponsored fringe benefit where employees can use set-aside money to help cover the cost of commuter expenses.

An HRA, or Health Reimbursement Arrangement, is an employer-sponsored benefit plan funded by the employer. Employees can be reimbursed tax-free for qualified health expenses. The employer determines which expenses are qualified.

Benefits debit cards can link to any employer benefit account and enable employees to access their funds in FSAs, HSAs, HRAs, Dependent Care Assistance Plans and Transit Accounts.

COBRA allows employees to keep their healthcare coverage under their employer’s group plan after they experience a qualifying event that would result in loss of coverage such as job loss, reduced work hours, divorce, death of a covered employee, and more.