To unlock and create growth
Integrated solutions designed for enterprise-wide results. These offerings make the most of your investments in both technology and people.
Health Administration | Employer Solutions
To better wellbeing
Solutions to help employees and employers choose, use and manage their health benefits.
Wealth Administration | Employer Solutions
To build a future
Solutions to help employees and employers choose, use and manage their wealth benefits.
Payroll Administration | Employer Solutions
To keep spend in shape
Solutions to administer, optimize and scale your payroll.
Engagement and Communications | Employer Solutions
To spark interest
Solutions to create a more memorable employee experience.
HCM and Financial Management | Professional Services
To keep things running smoothly
Solutions to better manage your workforce from the cloud.
Finance is moving to the Cloud ...are you ready?
The Advantages for Health Saving Accounts (HSAs): Employees find balance between health and wealth
The Advantages fo Health Saving Accounts (HSAs): Employees find balance between health and wealth
WORK WITH US
FEATURED CASE STUDIES
Curtiss-Wright: Increasing utilization and satisfaction with an integrated benefits platform
Pathway Vet Alliance: Thriving in the cloud with Alight and Workday
You’ve made it through open enrollment. Your employees have chosen their healthcare benefits and have decided whether to participate in certain plans and programs. But how do you ensure your people are maximizing those benefits and optimizing the resources they have, like contributing to a health savings account (HSA) for more than annual healthcare expenses?
Most high-deductible health plan (HDHP) participants use HSAs to set aside money for essential healthcare expenses, such as copays, prescription costs and unexpected hospital visits. But the benefits of an HSA don’t stop there—it can be a great tool for saving money for retirement or investing in external funds to drive steady financial growth. Getting your employees to contribute or increase their contributions to their HSAs for more than just basic healthcare necessities is a task to be tackled from multiple angles.
Not all employees are alike nor are they in the same stage of life. While a 45-year-old may be more open to investing a portion of their HSA balance into investment funds, a 25-year-old may have other needs for immediate funds, such as paying off student loans or making rent. In some circumstances, he or she may not have funds to roll over at year-end—or even have an HSA to begin with. Knowing your audience and what’s important to them to is a good place to start. That way, you can identify the best method to reach them and explain the value of contributing in a clear, relatable manner.
In addition to getting to know your employees, identify the tactics in which they prefer to receive communications or information on their reimbursement tools, like an HSA. With today’s technology, it’s easy to collect data on what’s relevant to an employee to ensure communications are specifically catered to their needs, wants and preferences. Finding a partner who can offer beneficial communications strategies, like hyper-personalization solutions, can both benefit your employees and increase the impact of your messages.
Participation in an HSA may be simple, but increasing your employee contribution rates is not as clear-cut. If you’re ready to explore your options, download our free infographic to learn more about your people, their benefits habits and how to effectively increase their HSA contributions to optimize their savings for the future.