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Money goes in pre-tax
Payroll contributions skip federal income tax — and employer or wellness-reward contributions don't count as income at all.
Most benefits reset every January. The HSA doesn't — it's an account the employee owns outright, with the strongest tax treatment in the U.S. code, and it follows them through every job, plan, and decade that comes next.
catch-up contribution on top of the annual limit.
Balances roll over forever and go with the employee.
Limits for calendar year 2026 per IRS Rev. Proc. 2025-19; catch-up per IRC §223(b)(3).
Payroll contributions skip federal income tax — and employer or wellness-reward contributions don't count as income at all.
Interest and investment earnings compound untaxed. Long-horizon savers can invest the balance like a healthcare 401(k).
Doctor visits, prescriptions, dental, vision, and thousands of everyday health expenses — paid with untaxed dollars.
To contribute, an employee must be covered by a qualified high-deductible health plan — for 2026, that means a deductible of at least $1,700 (self-only) or $3,400 (family), with out-of-pocket maximums no higher than $8,500 and $17,000.
No other disqualifying coverage, not enrolled in Medicare, and not claimed as a dependent — the usual fine print applies, and your plan documents govern. The Addcare portal answers "am I eligible?" and "is this expense qualified?" in plain English, before the purchase.
HDHP thresholds for calendar year 2026 per IRS Rev. Proc. 2025-19.
Wellness-program rewards can flow into benefit accounts as employer contributions — so a completed challenge compounds instead of evaporating.
"Is this eligible?" gets an instant, plain-English answer in the portal — not a denial letter three weeks later.
Long-term savers can put balances to work with straightforward investment options — details in your program materials.
See how the account pairs with the wellness loop — and compare the rest of the suite.