Step 01
Elect at enrollment
Pick an annual amount up to $3,400. It comes out of paychecks evenly, pre-tax, all year.
Copays, prescriptions, glasses, physical therapy — the health spending that happens whether or not anyone plans for it. The FSA pays for it with untaxed dollars, and the full election is available on day one of the plan year.
per employee, per plan year.
into the next plan year — or a grace period, by design.
The full election is spendable from the first day of the plan year.
2026 limits per IRS Rev. Proc. 2025-32. Carryover vs. grace period is an employer plan-design choice.
1. EBRI analysis of 3.2 million FSAs, 2022 plan year — published May 8, 2024.
Use-it-or-lose-it is the rule; losing it doesn't have to be the outcome. Money gets forfeited when nobody reminds people it's there, what it covers, or that December is closer than it looks.
Addcare treats that as a service failure, not a revenue line. Balance nudges, deadline coaching, and an eligible-expense lookup that answers before the purchase — so the dollars your people set aside actually reach them.
Pick an annual amount up to $3,400. It comes out of paychecks evenly, pre-tax, all year.
Eligible purchases approve at the point of sale. When documentation is needed, snap the receipt in the portal — AI does the matching.
Nudges as year-end approaches, a running balance in the app, and plain-English guidance on what still counts.
The Limited Purpose FSA covers dental and vision only — which makes it legal to run alongside an HSA. Employees keep the HSA's triple tax advantage and still get pre-tax dollars for braces and new lenses.