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Health Savings Account
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969
24216S
Health Savings Accounts
and Other Tax-Favored Health Plans
Reminder1
Introduction1
Health Savings Accounts (HSAs)2
Medical Savings Accounts (MSAs)8
Archer MSAs8
Medicare Advantage MSAs12
Flexible Spending Arrangements (FSAs)12
Health Reimbursement Arrangements (HRAs)14
How To Get Tax Help15
Index17
Reminder
- Photographs of missing children.
The Internal Revenue Service is a proud partner with the National Center for Missing and Exploited Children. Photographs of missing children
selected by the Center may appear in this publication on pages that would otherwise be blank. You can help bring these children home by looking at the
photographs and calling 1-800-THE-LOST (1-800-843-5678) if you recognize a child.
Various programs are designed to give individuals tax advantages to offset health care costs. This publication explains the following programs.
Health savings accounts (HSAs).
Medical savings accounts (Archer MSAs and Medicare Advantage MSAs).
Health flexible spending arrangements (FSAs).
Health reimbursement arrangements (HRAs).
An HSA may receive contributions from an eligible individual or any other person, including an employer or a family member, on behalf of an
eligible individual. Contributions, other than employer contributions, are deductible on the eligible individual's return whether or not the
individual itemizes deductions. Employer contributions are not included in income. Distributions from an HSA that are used to pay qualified medical
expenses are not taxed.
An Archer MSA may receive contributions from an eligible individual and his or her employer, but not both in the same year. Contributions by the
individual are deductible whether or not the individual itemizes deductions. Employer contributions are not included in income. Distributions from an
MSA that are used to pay qualified medical expenses are not taxed.
A Medicare Advantage MSA is an Archer MSA designated by Medicare to be used solely to pay the qualified medical expenses of the account holder who
is eligible for Medicare. No Medicare Advantage MSAs have been established as of the revision date of this publication.
A health FSA may receive contributions from an eligible individual. Employers may also contribute. Contributions are not includible in income.
Reimbursements from an FSA that are used to pay qualified medical expenses are not taxed.
An HRA must receive contributions from the employer only. Employees may not contribute. Contributions are not includible in income. Reimbursements
from an HRA that are used to pay qualified medical expenses are not taxed.
Comments and suggestions.
Comments on publication
Suggestions for publication
We welcome your comments about this publication and your suggestions for future editions.
You can write to us at the following address:
Internal Revenue Service
Individual Forms and Publications Branch
SE:W:CAR:MP:T:I
1111 Constitution Ave. NW, IR-6406
Washington, DC 20224
We respond to many letters by telephone. Therefore, it would be helpful if you would include your daytime phone number, including the area code, in
your correspondence.
You can email us at
*taxforms@irs.gov. (The asterisk must be included in the
address.) Please put Publications Comment on the subject line. Although we cannot respond individually to each email, we do appreciate your
feedback and will consider your comments as we revise our tax products.
Tax questions.
If you have a tax question, visit
www.irs.gov or call 1-800-829-1040. We cannot answer tax questions at either
of the addresses listed above.
Ordering forms and publications.
Visit
www.irs.gov/formspubs to download forms and publications, call 1-800-829-3676, or write to the National Distribution Center at the
address shown under How To Get Tax Help in the back of this publication.
Health Savings Accounts (HSAs)
Health savings accounts:
A health savings account (HSA) is a tax-exempt trust or custodial account that you set up with a qualified HSA trustee to pay or reimburse certain
medical expenses you incur. You must be an eligible individual to qualify for an HSA.
No permission or authorization from the IRS is necessary to establish an HSA. When you set up an HSA, you will need to work with a trustee. A
qualified HSA trustee can be a bank, an insurance company, or anyone already approved by the IRS to be a trustee of individual retirement arrangements
(IRAs) or Archer MSAs. The HSA can be established through a trustee that is different from your health plan provider.
Your employer may already have some information on HSA trustees in your area.
If you have an Archer MSA, you can generally roll it over into an HSA tax free. See Rollovers, later.
What are the benefits of an HSA?
You may enjoy several benefits from having an HSA.
You can claim a tax deduction for contributions you, or someone other than your employer, make to your HSA even if you do not itemize your
deductions on Form 1040.
Contributions to your HSA made by your employer (including contributions made through a cafeteria plan) may be excluded from your gross
income.
The contributions remain in your account from year to year until you use them.
The interest or other earnings on the assets in the account are tax free.
Distributions may be tax free if you pay qualified medical expenses. See Qualified medical expenses, later.
An HSA is portable so it stays with you if you change employers or leave the work force.
Qualifying for an HSA
Health savings accounts:
Qualifying for
To be an eligible individual and qualify for an HSA, you must meet the following requirements.
You have a high deductible health plan (HDHP), described later, on the first day of the month.
You have no other health coverage except what is permitted under Other health coverage, later.
You are not enrolled in Medicare.
You cannot be claimed as a dependent on someone else's 2005 tax return.
If you meet these requirements, you are an eligible individual even if your spouse has non-HDHP family coverage, provided your spouse's coverage
does not cover you.
If another taxpayer is entitled to claim an exemption for you, you cannot claim a deduction for an HSA contribution. This is true even if the other
person does not actually claim your exemption.
Each spouse who is an eligible individual who wants an HSA must open a separate HSA. You cannot have a joint HSA.
High deductible health plan (HDHP).
High deductible health plan
Health plans, high deductible
An HDHP has:
A higher annual deductible than typical health plans, and
A maximum limit on the sum of the annual deductible and out-of-pocket medical expenses that you must pay for covered expenses. Out-of-pocket
expenses include copayments and other amounts, but do not include premiums.
Preventive care
An HDHP may provide preventive care benefits without a deductible or with a deductible below the minimum annual deductible. Preventive care
includes, but is not limited to the following.
Periodic health evaluations, including tests and diagnostic procedures ordered in connection with routine examinations, such as annual
physicals.
Routine prenatal and well-child care.
Child and adult immunizations.
Tobacco cessation programs.
Obesity weight-loss programs.
Screening services. This includes screening services for the following.
Cancer.
Heart and vascular diseases.
Infectious diseases.
Mental health conditions.
Substance abuse.
Metabolic, nutritional, and endocrine conditions.
Musculoskeletal disorders.
Obstetric and gynecological conditions.
Pediatric conditions.
Vision and hearing disorders.
For more information on screening services, see Notice 2004-23, which is on page 725 of Internal Revenue Bulletin 2004-15 at
www.irs.gov/pub/irs-irbs/irb04-15.pdf.
The following table shows the minimum annual deductible and maximum annual deductible and other out-of-pocket expenses for HDHPs for 2005.
Type of Coverage
Minimum
Annual
Deductible
Maximum
Annual Deductible and Other Out-of-Pocket Expenses *
Self-only
$1,000
$5,100
Family
$2,000
$10,200
* This limit does not apply to deductibles and expenses for out-of-network services if the plan uses a network of providers. Instead, only
deductibles and out-of-pocket expenses for services within the network should be used to figure whether the limit
applies.
Self-only HDHP coverage is an HDHP covering only an eligible individual. Family HDHP coverage is an HDHP covering an eligible individual and at
least one other individual (whether or not that individual is an eligible individual).
Example.
An eligible individual and his dependent child are covered under an employee plus one HDHP offered by the individual's employer. This is
family HDHP coverage.
State requirements.
Generally, if your state requires a health plan to provide certain benefits without a deductible or at a deductible that is less than the minimum
annual deductible, the plan may not be an HDHP. However, for 2005, a plan that would otherwise qualify will be treated as an HDHP if those benefits
were required by state law in effect on January 1, 2004.
Family plans that do not meet the high deductible rules.
There are some family plans that have deductibles for both the family as a whole and for individual family members. Under these plans, if you meet
the individual deductible for one family member, you do not have to meet the higher annual deductible amount for the family. If either the deductible
for the family as a whole or the deductible for an individual family member is below the minimum annual deductible for family coverage, the plan does
not qualify as an HDHP.
Example.
You have family health insurance coverage in 2005. The annual deductible for the family plan is $3,500. This plan also has an individual deductible
of $1,500 for each family member. The plan does not qualify as an HDHP because the deductible for an individual family member is below the minimum
annual deductible ($2,000) for family coverage.
Other health coverage.
You (and your spouse, if you have family coverage) generally cannot have any other health coverage that is not an HDHP. However, you can still be
an eligible individual even if your spouse has non-HDHP coverage provided you are not covered by that plan. However, you can have additional insurance
that provides benefits only for the following items.
Liabilities incurred under workers' compensation laws, tort liabilities, or liabilities related to ownership or use of property.
A specific disease or illness.
A fixed amount per day (or other period) of hospitalization.
You can also have coverage (whether provided through insurance or otherwise) for the following items.
Accidents.
Disability.
Dental care.
Vision care.
Long-term care.
Plans in which substantially all of the coverage is through the above listed items are not HDHPs. For example, if your plan provides coverage
substantially all of which is for a specific disease or illness, the plan is not an HDHP for purposes of establishing an HSA.
Prescription drug plans.
You can have a prescription drug plan, either as part of your HDHP or a separate plan (or rider), and qualify as an eligible individual if the plan
does not provide benefits until the minimum annual deductible of the HDHP has been met. If you can receive benefits before that deductible is met, you
are not an eligible individual. However, for 2005, you can qualify as an eligible individual even though you can receive benefits under a separate
prescription drug plan (or rider) before you meet the minimum annual deductible of the HDHP.
Other employee health plans.
An employee covered by an HDHP and a health FSA or an HRA that pays or reimburses qualified medical expenses generally cannot make contributions to
an HSA. Health FSAs and HRAs are discussed later.
However, an employee can make contributions to an HSA while covered under an HDHP and one or more of the following arrangements.
Limited-purpose health FSA or HRA. These arrangements can pay or reimburse the items listed under Other health coverage, except
long-term care. Also, these arrangements can pay or reimburse preventive care expenses because they can be paid without having to satisfy the
deductible.
Suspended HRA. Before the beginning of an HRA coverage period, you can elect to suspend the HRA. The HRA does not pay or reimburse, at any
time, the medical expenses incurred during the suspension period except preventive care and items listed under Other health coverage. When
the suspension period ends, you are no longer eligible to make contributions to an HSA.
Post-deductible health FSA or HRA. These arrangements do not pay or reimburse any medical expenses incurred before the minimum annual
deductible amount is met. The deductible for these arrangements does not have to be the same as the deductible for the HDHP, but benefits may not be
provided before the minimum annual deductible amount is met.
Retirement HRA. This arrangement pays or reimburses only those medical expenses incurred after retirement. After retirement you are no
longer eligible to make contributions to an HSA.
Contributions to an HSA
Contributions to:
HSA
Health savings accounts:
Contributions to
Any eligible individual can contribute to an HSA. For an employee's HSA, the employee, the employee's employer, or both may contribute to the
employee's HSA in the same year. For an HSA established by a self-employed (or unemployed) individual, the individual can contribute. Family members
or any other person may also make contributions on behalf of an eligible individual.
Contributions to an HSA must be made in cash. Contributions of stock or property are not allowed.
Limit on contributions.
The amount you or any other person can contribute to your HSA depends on the type of HDHP coverage you have and your age. For 2005, if you have
self-only coverage, you can contribute up to the amount of your annual health plan deductible, but not more than $2,650. If you have family coverage,
you can contribute up to the amount of your annual health plan deductible, but not more than $5,250. See Rules for married people
(discussed later).
You must be an eligible individual and have the same coverage all year to contribute the full amount. If you do not qualify to contribute the full
amount for the year, determine your contribution limit by using the worksheet for line 3 in the Form 8889 instructions.
Example 1.
In 2005, you have an HDHP for your family for the entire months of July through December (6 months). The annual deductible of your HDHP is $4,000.
You are under age 55. On the worksheet for line 3 in the Form 8889 instructions, you show $4,000 for each month (July – December) that you are
an eligible individual. You divide the total of those amounts ($24,000) by 12 to determine your contribution limit ($2,000) for the year.
Example 2.
For 2005, you are an eligible individual with self-only HDHP coverage. Your annual deductible is $1,200. You get married in March and beginning
April 1, 2005, you and your spouse have family HDHP coverage with a $2,400 deductible. Both of you are under age 55. Your spouse is not an eligible
individual. On the worksheet for line 3, you would show $1,200 for the first 3 months and $2,400 for the last 9 months. You divide the total of those
amounts ($25,200) by 12 to determine your contribution limit ($2,100) for the year.
If your spouse became an eligible individual during 2005, you would have to allocate the deductible for the family HDHP coverage for the period you
were both eligible individuals equally between you and your spouse unless you agree on a different allocation, including allocating nothing to one
spouse. You would not allocate the self-only deductible between you and your spouse.
Additional contribution.
For 2005, if you are an eligible individual who is age 55 or older, your contribution limit is increased by $600. For example, if you have
self-only coverage, you can contribute up to the amount of your annual health plan deductible plus $600, but not more than $3,250. However, see
Enrolled in Medicare, later.
Example.
In 2005, you have an HDHP for your family for the entire months of July through December. The annual deductible of the HDHP is $4,000. You reach
age 55 on September 5, 2005. On the worksheet for line 3, you would show $4,600 for 6 months (July through December). You divide this total ($27,600)
by 12 to determine your contribution limit ($2,300) for the year.
For 2006, the additional contribution amount is $700.
If you have more than one HSA in 2005, your total contributions to all the HSAs cannot be more than the limits discussed earlier.
Reduction of contribution limit.
You must reduce the amount that can be contributed (including any additional contribution) to your HSA by the amount of any contribution made to
your Archer MSA (including employer contributions) for the year. A special rule applies to married people, discussed next, if each spouse has family
coverage under an HDHP.
You must reduce the amount you, or any other person, can contribute to your HSA by the amount of any contributions made by your employer that are
excludable from your income.
Rules for married people.
If either spouse has family coverage, both spouses are treated as having family coverage. If each spouse has family coverage under a separate plan,
both are treated as having family coverage under the plan with the lower annual deductible. You must reduce the limit on contributions, before taking
into account any additional contributions, by the amount contributed to both spouse's Archer MSAs. After that reduction, the contribution limit is
split equally between the spouses unless you agree on a different division.
The rules for married people apply only if both spouses are eligible individuals.
If both spouses are 55 or older and not enrolled in Medicare, each spouse's contribution limit is increased by the additional contribution. If both
spouses meet the age requirement, the total contributions under family coverage cannot be more than $6,450.
Example.
For 2005, Mr. Auburn and his wife are both eligible individuals. They each have family coverage under separate HDHPs. Mr. Auburn is 58 years old
and Mrs. Auburn is 53. Mr. Auburn has a $3,000 deductible under his HDHP and Mrs. Auburn has a $2,000 deductible under her HDHP. Mr. and Mrs. Auburn
are both treated as being covered under the HDHP with the $2,000 deductible. Mr. Auburn can contribute $1,600 to an HSA (one-half the $2,000
deductible + $600 additional contribution) and Mrs. Auburn can contribute $1,000 to an HSA (unless Mr. and Mrs. Auburn agree to a different division
for the year).
Family coverage with embedded deductible.
An HDHP with family coverage may have deductibles for both the family as a whole (the umbrella deductible) and for individual family members (the
embedded deductible). In this situation your limit on contributions is the least of the following amounts.
The maximum annual contribution limit for family coverage ($5,250 for 2005).
The umbrella deductible.
The embedded deductible multiplied by the number of family members covered by the plan.
Example 1.
For 2005, you have an HDHP with family coverage for you, your spouse, and two dependent children. The HDHP will pay benefits for any family members
whose covered expenses exceed $2,000 (the embedded deductible) and will pay benefits for all family members after the family's covered expenses exceed
$5,000 (the umbrella deductible). The maximum annual contribution limit is $5,000 (the least of $5,250, $5,000, or $8,000 ($2,000 x 4)).
Example 2.
Use the same facts as in Example 1, except the HDHP provides coverage only for you and your spouse. The maximum annual contribution
limit is $4,000 (the least of $5,250, $5,000, or $4,000 ($2,000 x 2)).
A plan will not qualify as an HDHP if either the umbrella deductible or the embedded deductible is less than the minimum annual deductible ($2,000)
for family coverage. If there is no umbrella deductible, the deductible for each family member multiplied by the number of family members cannot
exceed the maximum annual deductible and other out-of-pocket expenses ($10,000) for family coverage.
Enrolled in Medicare.
Beginning with the first month you are enrolled in Medicare, you cannot contribute to your HSA.
Example.
You turned age 65 in July 2005 and enrolled in Medicare. You had self-only coverage under an HDHP with an annual deductible of $1,000. You are
eligible for an additional contribution of $600. Your contribution limit is $800 ($1,600 for 6 months ÷12). You can make contributions for
January through June totaling $800, but cannot make any contributions for July through December.
Rollovers.
You can roll over amounts from Archer MSAs and other HSAs into an HSA. Rollover contributions do not need to be in cash. Rollovers are not subject
to the annual contribution limits.
You must roll over the amount within 60 days after the date of receipt. You can make only one rollover contribution to an HSA during a 1-year
period. You cannot roll over amounts from an IRA, an HRA, or a health FSA into an HSA.
When To Contribute
Health savings accounts:
When to contribute
You can make contributions to your HSA for 2005 until April 17, 2006.
Reporting Contributions on Your Return
Contributions made by your employer are not included in your income. You can claim contributions you made and contributions made by any other
person, other than your employer, on your behalf, as an adjustment to income.
Contributions by a partnership to a bona fide partner's HSA are not contributions by an employer. The contributions are treated as a distribution
of money and are not included in the partner's gross income. Contributions by a partnership to a partner's HSA for services rendered are treated as
guaranteed payments that are deductible by the partnership and includible in the partner's gross income. In both situations, the partner can deduct
the contribution made to the partner's HSA.
Health savings accounts:
Partnerships
Contributions by an S corporation to a 2% shareholder-employee's HSA for services rendered are treated as guaranteed payments and are deductible by
the S corporation and includible in the shareholder-employees gross income. The shareholder-employee can deduct the contribution made to the
shareholder-employee's HSA.
Health savings accounts:
S corporations
Form 8889.
Form:
8889
Report all contributions to your HSA on Form 8889, Health Savings Accounts (HSAs), and file it with your Form 1040. You should include all
contributions made for 2005, including those made by April 17, 2006, that are designated for 2005. Contributions made by your employer are also shown
on the form.
Form:
5498–SA
You should receive Form 5498-SA, HSA, Archer MSA, or Medicare Advantage MSA Information, from the trustee showing the amount contributed to your
HSA during the year. Your employer's contributions also will be shown in box 12 of Form W-2, Wage and Tax Statement, with code W. Follow the
instructions for Form 8889. Report your HSA deduction on Form 1040, line 25.
Excess contributions.
You will have excess contributions if the contributions to your HSA for the year are greater than the limits discussed earlier. Excess
contributions are not deductible. Excess contributions made by your employer are included in your gross income. If the excess contribution is not
included in box 1 of Form W-2, you must report the excess as Other income on your tax return.
Generally, you must pay a 6% excise tax on excess contributions. See Form 5329, Additional Taxes on Qualified Plans (including IRAs) and Other
Tax-Favored Accounts, to figure the excise tax.
Form:
5329
You may withdraw some or all of the excess contributions and not pay the excise tax on the amount withdrawn if you meet the following conditions.
You withdraw the excess contributions by the due date, including extensions, of your tax return for the year the contributions were
made.
You withdraw any income earned on the withdrawn contributions and include the earnings in Other income on your tax return for the
year you withdraw the contributions and earnings.
Distributions From an HSA
Health savings accounts:
Distributions from
Distributions from:
HSA
You will generally pay medical expenses during the year without being reimbursed by your HDHP until you reach the annual deductible for the plan.
When you pay medical expenses during the year that are not reimbursed by your HDHP, you can ask the trustee of your HSA to send you a distribution
from your HSA.
You can receive tax-free distributions from your HSA to pay or be reimbursed for qualified medical expenses you incur after you establish the HSA.
If you receive distributions for other reasons, the amount you withdraw will be subject to income tax and may be subject to an additional 10% tax. You
do not have to make distributions from your HSA each year.
If you are no longer an eligible individual, you can still receive tax-free distributions to pay or reimburse your qualified medical expenses.
A distribution is money you get from your health savings account. The trustee will report any distribution to you and the IRS on Form 1099-SA,
Distributions From an HSA, an Archer MSA, or Medicare Advantage MSA.
Qualified medical expenses.
Medical expenses, qualified
Qualified medical expenses are those expenses that would generally qualify for the medical and dental expenses deduction. These are explained in
Publication 502, Medical and Dental Expenses. Examples include amounts paid for doctors' fees, prescription and non-prescription medicines, and
necessary hospital services not paid for by insurance. Qualified medical expenses are those incurred by the following persons.
Yourself and your spouse.
All dependents you claim on your tax return.
Any person you could have claimed as a dependent on your return if that person had not received $3,200 or more of gross income or had not
filed a joint return.
Any person you could have claimed as a dependent except that you, or your spouse if filing jointly, were claimed as a dependent on someone
else's 2005 return.
You cannot deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the tax-free distribution from
your HSA.
Special rules for insurance premiums.
Generally, you cannot treat insurance premiums as qualified medical expenses for HSAs. You can, however, treat premiums for long-term care
coverage, health care coverage while you receive unemployment benefits, or health care continuation coverage required under any federal law as
qualified medical expenses for HSAs. If you are age 65 or older, you can treat insurance premiums (other than premiums for a Medicare supplemental
policy, such as Medigap) as qualified medical expenses for HSAs.
The premiums for long-term care coverage that you can treat as qualified medical expenses are subject to limits based on age and are adjusted
annually. See Limit on long-term care premiums you can deduct in the instructions for Schedule A (Form 1040).
Health coverage tax credit.
You cannot claim this credit for premiums that you pay with a tax-free distribution from your HSA. See Publication 502 for more information on this
credit.
Deemed distributions from HSAs.
Health savings accounts:
Deemed distributions
The following situations result in deemed taxable distributions from your HSA.
You engaged in any transaction prohibited by section 4975 with respect to any of your HSAs, at any time in 2005. Your account ceases to be
an HSA as of January 1, 2005, and you must include the fair market value of all assets in the account as of January 1, 2005, on Form 8889, line
12a.
You used any portion of any of your HSAs as security for a loan at any time in 2005. You must include the fair market value of the assets
used as security for the loan as income on Form 1040, line 21.
Recordkeeping. You must keep records sufficient to show that:
The distributions were exclusively to pay or reimburse qualified medical expenses,
The qualified medical expenses had not been previously paid or reimbursed from another source, and
The medical expenses had not been taken as an itemized deduction in any year.
Do not send these records with your tax return. Keep them with your tax records.
Reporting Distributions on Your Return
How you report your distributions depends on whether or not you use the distribution for qualified medical expenses (defined earlier).
If you use a distribution from your HSA for qualified medical expenses, you do not pay tax on the distribution but you have to report the
distribution on Form 8889. Follow the instructions for the form and file it with your Form 1040.
If you do not use a distribution from your HSA for qualified medical expenses, you must pay tax on the distribution. Report the amount on
Form 8889 and file it with your Form 1040. If you have a taxable HSA distribution, include it in the total on Form 1040, line 21, and enter HSA
and the amount on the dotted line next to line 21. You may have to pay an additional 10% tax on your taxable distribution.
Additional tax.
Form:
8889
There is an additional 10% tax on the part of your distributions not used for qualified medical expenses. Figure the tax on Form 8889 and file it
with your Form 1040. Report the additional tax on Form 1040, line 63, and enter HSA and the amount on the dotted line next to line 63.
Exceptions.
There is no additional tax on distributions made after the date you are disabled, reach age 65, or die.
Balance in an HSA
Health savings accounts:
Balance in
An HSA is generally exempt from tax. You are permitted to take a distribution from your HSA at any time; however, only those amounts used
exclusively to pay for qualified medical expenses are tax free. Amounts that remain at the end of the year are generally carried over to the next year
(see Excess contributions, earlier). Earnings on amounts in an HSA are not included in your income while held in the HSA.
Death of HSA Holder
Death of:
HSA holder
You should choose a beneficiary when you set up your HSA. What happens to that HSA when you die depends on whom you designate as the beneficiary.
Spouse is the designated beneficiary.
If your spouse is the designated beneficiary of your HSA, it will be treated as your spouse's HSA after your death.
Spouse is not the designated beneficiary.
If your spouse is not the designated beneficiary of your HSA:
The account stops being an HSA, and
The fair market value of the HSA becomes taxable to the beneficiary in the year in which you die.
If your estate is the beneficiary, the value is included on your final income tax return.
The amount taxable to a beneficiary other than the estate is reduced by any qualified medical expenses for the decedent that are paid by the
beneficiary within 1 year after the date of death.
Filing Form 8889
Form:
8889
You must file Form 8889 with your Form 1040 if you (or your spouse, if married filing a joint return) had any activity in your HSA during the year.
You must file the form even if only your employer or your spouse's employer made contributions to the HSA.
Employer Participation
Employer participation:
HSA
This section contains the rules that employers must follow if they decide to make HSAs available to their employees. Unlike the previous
discussions, you refers to the employer and not to the employee.
Health plan.
If you want your employees to be able to have an HSA, they must have an HDHP. You can provide no additional coverage other than those exceptions
listed previously under Other health coverage.
Contributions.
You can make contributions to your employees' HSAs. You deduct the contributions on the Employee benefit programs line of your business
income tax return for the year in which you make the contributions. If you are filing Form 1040, Schedule C, this is Part II, line 14.
Comparable contributions.
If you decide to make contributions, you must make comparable contributions to all comparable participating employees' HSAs. Your contributions are
comparable if they are either:
The same amount, or
The same percentage of the annual deductible limit under the HDHP covering the employees.
Comparable participating employees.
Comparable participating employees:
Are covered by your HDHP and are eligible to establish an HSA,
Have the same category of coverage (either self-only or family coverage), and
Have the same category of employment (either part-time or full-time).
The comparability rules do not apply to contributions made through a cafeteria plan.
Excise tax.
If you made contributions to your employees' HSAs that were not comparable, you must pay an excise tax of 35% of the amount you contributed.
Employment taxes.
Amounts you contribute to your employees' HSAs are generally not subject to employment taxes. You must report the contributions in box 12 of the
Form W-2 you file for each employee during the calendar year. Enter code W in box 12.
Health savings accounts:
Medical Savings Accounts (MSAs)
Medical savings accounts:
Archer MSAs were created to help self-employed individuals and employees of certain small employers meet the medical care costs of the account
holder, the account holder's spouse, or the account holder's dependent(s).
A Medicare Advantage MSA is an Archer MSA designated by Medicare to be used solely to pay the qualified medical expenses of the account holder who
is eligible for Medicare. No Medicare Advantage MSAs have been established as of the revision date of this publication.
Archer MSAs
Archer MSAs
An Archer MSA is a tax-exempt trust or custodial account that you set up with a U.S. financial institution (such as a bank or an insurance company)
in which you can save money exclusively for future medical expenses.
What are the benefits of an Archer MSA?
You may enjoy several benefits from having an Archer MSA.
You can claim a tax deduction for contributions you make even if you do not itemize your deductions on Form 1040.
The interest or other earnings on the assets in your Archer MSA are tax free.
Distributions may be tax free if you pay qualified medical expenses. See Qualified medical expenses, later.
The contributions remain in your Archer MSA from year to year until you use them.
An Archer MSA is portable so it stays with you if you change employers or leave the work force.
Qualifying for an Archer MSA
Medical savings accounts:
Qualifying for
To qualify for an Archer MSA, you must be either of the following.
An employee (or the spouse of an employee) of a small employer (defined later) that maintains an individual or family HDHP for you (or your
spouse).
A self-employed person (or the spouse of a self-employed person) who maintains an individual or family HDHP.
You can have no other health or Medicare coverage except what is permitted under Other health coverage, later. You must be an
eligible individual on the first day of a given month to get an Archer MSA deduction for that month.
If another taxpayer is entitled to claim an exemption for you, you cannot claim a deduction for an Archer MSA contribution. This is true even if
the other person does not actually claim your exemption.
Small employer.
A small employer is generally an employer who had an average of 50 or fewer employees during either of the last 2 calendar years. The definition of
small employer is modified for new employers and growing employers.
Growing employer.
A small employer may begin HDHPs and Archer MSAs for his or her employees and then grow beyond 50 employees. The employer will continue to meet the
requirement for small employers if he or she:
Had 50 or fewer employees when the Archer MSAs began,
Made a contribution that was excludable or deductible as an Archer MSA for the last year he or she had 50 or fewer employees,
and
Had an average of 200 or fewer employees each year after 1996.
Changing employers.
If you change employers, your Archer MSA moves with you. However, you may not make additional contributions unless you are otherwise eligible.
High deductible health plan (HDHP).
High deductible health plan
Health plans, high deductible
To be eligible for an Archer MSA, you must have an HDHP. An HDHP has:
A higher annual deductible than typical health plans, and
A maximum limit on the annual out-of-pocket medical expenses that you must pay for covered expenses.
Limits.
The following table shows the limits for annual deductibles and the maximum out-of-pocket expenses for high deductible health plans for 2005.
Type of coverage
Minimum
annual
deductible
Maximum
annual
deductible
Maximum
annual
out-of-pocket
expenses
Self-only
$1,750
$2,650
$3,500
Family
$3,500
$5,250
$6,450
Family plans that do not meet the high deductible rules.
There are some family plans that have deductibles for both the family as a whole and for individual family members. Under these plans, if you meet
the individual deductible for one family member, you do not have to meet the higher annual deductible amount for the family. If either the deductible
for the family as a whole or the deductible for an individual family member is below the minimum annual deductible for family coverage, the plan does
not qualify as an HDHP.
Example.
You have family health insurance coverage in 2005. The annual deductible for the family plan is $4,500. This plan also has an individual deductible
of $2,000 for each family member. The plan does not qualify as an HDHP because the deductible for an individual family member is below the minimum
annual deductible ($3,500) for family coverage.
Other health coverage.
You (and your spouse, if you have family coverage) generally cannot have any other health coverage that is not an HDHP. However, you can still be
an eligible individual even if your spouse has non-HDHP coverage provided you are not covered by that plan. However, you can have additional insurance
that provides benefits only for the following items.
Liabilities incurred under workers' compensation laws, torts, or ownership or use of property.
A specific disease or illness.
A fixed amount per day (or other period) of hospitalization.
You can also have coverage (whether provided through insurance or otherwise) for the following items.
Accidents.
Disability.
Dental care.
Vision care.
Long-term care.
Contributions to an MSA
Contributions to:
MSA
Medical savings accounts:
Contributions to
Contributions to an Archer MSA must be made in cash. You cannot contribute stock or other property to an Archer MSA.
Who can contribute to my Archer MSA?
If you are an employee, your employer may make contributions to your Archer MSA. (You do not pay tax on these contributions.) If your employer does
not make contributions to your Archer MSA, or you are self-employed, you can make your own contributions to your Archer MSA. Both you and your
employer cannot make contributions to your Archer MSA in the same year. You do not have to make contributions to your Archer MSA every year.
If your spouse is covered by your HDHP and an excludable amount is contributed by your spouse's employer to an Archer MSA belonging to your spouse,
you cannot make contributions to your own Archer MSA that year.
Limits
There are two limits on the amount you or your employer can contribute to your Archer MSA.
The annual deductible limit.
An income limit.
Annual deductible limit.
You (or your employer) can contribute up to 75% of the annual deductible of your HDHP (65% if you have a self-only plan) to your Archer MSA. You
must have the HDHP all year to contribute the full amount. If you do not qualify to contribute the full amount for the year, determine your annual
deductible limit by using the worksheet for line 5 in the Form 8853 instructions.
Example 1.
You have an HDHP for your family all year in 2005. The annual deductible is $4,000. You can contribute up to $3,000 ($4,000 × 75%) to your
Archer MSA for the year.
Example 2.
You have an HDHP for your family for the entire months of July through December, 2005 (6 months). The annual deductible is $4,000. You can
contribute up to $1,500 ($4,000 × 75% for 6 months ÷ 12) to your Archer MSA for the year.
If you and your spouse each have a family plan, you are treated as having family coverage with the lower annual deductible of the two health plans.
The contribution limit is split equally between you unless you agree on a different division.
Income limit.
You cannot contribute more than you earned for the year from the employer through whom you have your HDHP.
If you are self-employed, you cannot contribute more than your net self-employment income. This is your income from self-employment minus expenses
(including the one-half of self-employment tax deduction).
Example 1.
Bob Smith earned $25,000 from ABC Company in 2005. Through ABC, he had an HDHP for his family for the entire year. The annual deductible was
$4,000. He can contribute up to $3,000 to his Archer MSA (75% × $4,000). He can contribute the full amount because he earned more than $3,000 at
ABC.
Example 2.
Joe Craft is self-employed. He had an HDHP for his family for the entire year in 2005. The annual deductible was $3,600. Based on the annual
deductible, the maximum contribution to his Archer MSA would have been $2,700 (75% × $3,600). However, after deducting his business expenses,
Joe's net self-employment income is $1,950 for the year. Therefore, he is limited to a contribution of $1,950.
Individuals enrolled in Medicare.
Beginning with the first month you are enrolled in Medicare, you cannot contribute to an Archer MSA. However, you may be eligible for a Medicare
Advantage MSA, discussed later.
When To Contribute
Medical savings accounts:
When to contribute
You can make contributions to your Archer MSA for 2005 until April 17, 2006.
Reporting Contributions on Your Return
Report all contributions to your Archer MSA on Form 8853 and file it with your Form 1040. You should include all contributions you, or your
employer, made for 2005, including those made by April 17, 2006, that are designated for 2005.
Form:
5498–SA
You should receive Form 5498-SA, HSA, Archer MSA, or Medicare Advantage MSA Information, from the trustee showing the amount you (or your employer)
contributed during the year. Your employer's contributions should be shown in box 12 of Form W-2, Wage and Tax Statement, with code R. Follow the
instructions for Form 8853 and complete the worksheet for line 5. Report your Archer MSA deduction on Form 1040, line 36. Identify it as MSA.
Excess contributions.
You will have excess contributions if the contributions to your Archer MSA for the year are greater than the limits discussed earlier. Excess
contributions are not deductible. Excess contributions made by your employer are included in your gross income. If the excess contribution is not
included in box 1 of Form W-2, you must report the excess as Other income on your tax return.
Generally, you must pay a 6% excise tax on excess contributions. See Form 5329, Additional Taxes on Qualified Plans (Including IRAs) and Other
Tax-Favored Accounts, to figure the excise tax.
Form:
5329
You may withdraw some or all of the excess contributions and not pay the excise tax on the amount withdrawn if you meet the following conditions.
You withdraw the excess contributions by the due date, including extensions, of your tax return.
You withdraw any income earned on the withdrawn contributions and include the earnings in Other income on your tax return for the
year you withdraw the contributions and earnings.
Distributions From an MSA
Medical savings accounts:
Distributions from
Distributions from:
MSA
You will generally pay medical expenses during the year without being reimbursed by your HDHP until you reach the annual deductible for the plan.
When you pay medical expenses during the year that are not reimbursed by your HDHP, you can ask the trustee of your Archer MSA to send you a
distribution from your Archer MSA.
You can receive tax-free distributions from your Archer MSA to pay for qualified medical expenses (discussed later). If you receive distributions
for other reasons, the amount will be subject to income tax and may be subject to an excise tax as well. You do not have to make withdrawals from your
Archer MSA each year.
If you no longer qualify to make contributions, you can still receive tax-free distributions to pay or reimburse your qualified medical expenses.
A distribution is money you get from your Archer MSA. The trustee will report any distribution to you and the IRS on Form 1099-SA, Distributions
From an HSA, Archer MSA, or Medicare Advantage MSA.
Qualified medical expenses.
Medical expenses, qualified
Qualified medical expenses are those expenses that would generally qualify for the medical and dental expenses deduction. These are explained in
Publication 502, Medical and Dental Expenses. Examples include amounts paid for doctors' fees, prescription and non-prescription medicines, and
necessary hospital services not paid for by insurance. Qualified medical expenses are those incurred by the following persons.
Yourself and your spouse.
All dependents you claim on your tax return.
Any person you could have claimed as a dependent on your return if that person had not received $3,200 or more of gross income or had not
filed a joint return.
Any person you could have claimed as a dependent except that you, or your spouse if filing jointly, were claimed as a dependent on someone
else's 2005 return.
You cannot deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the tax-free distribution from
your Archer MSA. This is the amount on line 9 of Form 8853.
Special rules for insurance premiums.
Generally, you cannot treat insurance premiums as qualified medical expenses for Archer MSAs. You can, however, treat premiums for long-term care
coverage, health care coverage while you receive unemployment benefits, or health care continuation coverage required under any federal law as
qualified medical expenses for Archer MSAs.
Health coverage tax credit.
You cannot claim this credit for premiums that you pay with a tax-free distribution from your Archer MSA. See Publication 502 for information on
this credit.
Deemed distributions from MSAs.
Medical savings accounts:
Deemed distributions
The following situations result in deemed taxable distributions from your MSA.
You engaged in any transaction prohibited by section 4975 with respect to any of your MSAs, at any time in 2005. Your account ceases to be
an MSA as of January 1, 2005, and you must include the fair market value of all assets in the account as of January 1, 2005, on line 8a of Form
8853.
You used any portion of any of your MSAs as security for a loan at any time in 2005. You must include the fair market value of the assets
used as security for the loan as income on Form 1040, line 21.
Recordkeeping. You must keep records sufficient to show that:
The distributions were exclusively to pay or reimburse qualified medical expenses,
The qualified medical expenses had not been previously paid or reimbursed from another source, and
The medical expenses had not been taken as an itemized deduction in any year.
Do not send these records with your tax return. Keep them with your tax records.
Reporting Distributions on Your Return
How you report your distributions depends on whether or not you use the distribution for qualified medical expenses (defined earlier).
If you use a distribution from your Archer MSA for qualified medical expenses, you do not pay tax on the distribution but you have to report
the distribution on Form 8853. Follow the instructions for the form and file it with your Form 1040.
If you do not use a distribution from your Archer MSA for qualified medical expenses, you must pay tax on the distribution. Report the
amount on Form 8853 and file it with your Form 1040. If you have a taxable Archer MSA distribution, include it in the total on Form 1040, line 21, and
enter MSA and the amount on the dotted line next to line 21. You may have to pay an additional tax on your taxable distribution.
If an amount (other than a rollover) is contributed to your Archer MSA this year (by you or your employer), you also must report and pay tax on a
distribution you receive from your Archer MSA this year that is used to pay medical expenses of someone who is not covered by an HDHP, or is also
covered by another health plan that is not an HDHP, at the time the expenses are incurred. See the instructions for Form 8853 for more information.
Rollovers.
Generally, any distribution from an Archer MSA that you roll over into another Archer MSA or an HSA is not taxable if you complete the rollover
within 60 days. You can make only one rollover contribution to an Archer MSA during a 1-year period. See the instructions for Form 8853 for more
information.
Additional tax.
Form:
8853
There is a 15% additional tax on the part of your distributions not used for qualified medical expenses. Figure the tax on Form 8853 and file it
with your Form 1040. Report the additional tax on Form 1040, line 63, and enter MSA and the amount on the dotted line next to line 63.
Exceptions.
There is no additional tax on distributions made after the date you are disabled, reach age 65, or die.
Balance in an MSA
Medical savings accounts:
Balance in
An MSA is generally exempt from tax. You are permitted to take a distribution from your Archer MSA at any time; however, only those amounts used
exclusively to pay for qualified medical expenses are tax free. Amounts that remain at the end of the year are generally carried over to the next year
(see Excess contributions, earlier). Earnings on amounts in an MSA are not included in your income while held in the MSA.
Death of the Archer MSA Holder
Death of
MSA holder
You should choose a beneficiary when you set up your Archer MSA. What happens to that Archer MSA when you die depends on whom you designate as the
beneficiary.
Spouse is the designated beneficiary.
If your spouse is the designated beneficiary of your Archer MSA, it will be treated as your spouse's Archer MSA after your death.
Spouse is not the designated beneficiary.
If your spouse is not the designated beneficiary of your Archer MSA:
The account stops being an Archer MSA, and
The fair market value of the Archer MSA becomes taxable to the beneficiary in the year in which you die.
If your estate is the beneficiary, the fair market value of the Archer MSA will be included on your final income tax return.
The amount taxable to a beneficiary other than the estate is reduced by any qualified medical expenses for the decedent that are paid by the
beneficiary within 1 year after the date of death.
Filing Form 8853
Form:
8853
You must file Form 8853 with your Form 1040 if you (or your spouse, if married filing a joint return) had any activity in your Archer MSA during
the year. You must file the form even if only your employer or your spouse's employer made contributions to the Archer MSA.
Employer Participation
Employer participation:
MSA
This section contains the rules that employers must follow if they decide to make Archer MSAs available to their employees. Unlike the previous
discussions, you refers to the employer and not to the employee.
Health plan.
If you want your employees to be able to have an Archer MSA, you must make an HDHP available to them. You can provide no additional coverage other
than those exceptions listed previously under Other health coverage.
Contributions.
You can make contributions to your employees' Archer MSAs. You deduct the contributions on the Employee benefit programs line of your
business income tax return for the year in which you make the contributions. If you are filing Form 1040, Schedule C, this is Part II, line 14.
Comparable contributions.
If you decide to make contributions, you must make comparable contributions to all comparable participating employees' Archer MSAs. Your
contributions are comparable if they are either:
The same amount, or
The same percentage of the annual deductible limit under the HDHP covering the employees.
Comparable participating employees.
Comparable participating employees:
Are covered by your HDHP and are eligible to establish an Archer MSA,
Have the same category of coverage (either self-only or family coverage), and
Have the same category of employment (either part-time or full-time).
Excise tax.
If you made contributions to your employees' Archer MSAs that were not comparable, you must pay an excise tax of 35% of the amount you contributed.
Employment taxes.
Amounts you contribute to your employees' Archer MSAs are generally not subject to employment taxes. You must report the contributions in box 12 of
the Form W-2 you file for each employee during the calendar year. Enter code R in box 12.
Archer MSAs
Medicare Advantage MSAs
Medicare Advantage MSAs
Medical savings accounts:
Medicare Advantage MSAs
A Medicare Advantage MSA is an Archer MSA designated by Medicare to be used solely to pay the qualified medical expenses of the account holder. To
be eligible for a Medicare Advantage MSA, you must be enrolled in Medicare and have a high deductible health plan (HDHP) that meets the Medicare
guidelines.
A Medicare Advantage MSA is a tax-exempt trust or custodial savings account that you set up with a financial institution (such as a bank or an
insurance company) in which the Medicare program can deposit money for qualified medical expenses. The money in your account is not taxed if it is
used for qualified medical expenses, and it may earn interest or dividends.
An HDHP is a special health insurance policy that has a high deductible. You choose the policy you want to use as part of your Medicare Advantage
MSA plan. However, the policy must be approved by the Medicare program.
Note.
At the time this publication went to print, no HDHP had been approved by Medicare. Therefore, no Medicare Advantage MSAs have been established to
date.
Medicare Advantage MSAs are administered through the federal Medicare program. You can get information by calling 1-800-Medicare (1-800-633-4227)
or through the Internet at
www.medicare.gov.
Medical savings accounts:
Flexible Spending Arrangements (FSAs)
A health flexible spending arrangement (FSA) allows employees to be reimbursed for medical expenses. FSAs are usually funded through voluntary
salary reduction agreements with your employer. No employment or federal income taxes are deducted from your contribution. The employer may also
contribute.
Flexible spending arrangements:
For information on the interaction between a health FSA and an HSA, see Other employee health plans under Qualifying for an HSA,
earlier.
What are the benefits of an FSA?
You may enjoy several benefits from having an FSA.
Contributions made by your employer can be excluded from your gross income.
No employment or federal income taxes are deducted from the contributions.
Withdrawals may be tax free if you pay qualified medical expenses. See Qualified medical expenses, later.
You can withdraw funds from the account to pay qualified medical expenses even if you have not yet placed the funds in the
account.
Qualifying for an FSA
Flexible spending arrangements:
Qualifying for
Health FSAs are employer-established benefit plans. These may be offered in conjunction with other employer-provided benefits as part of a
cafeteria plan. Employers have complete flexibility to offer various combinations of benefits in designing their plan. You do not have to be covered
under any other health care plan to participate.
Self-employed persons are not eligible for an FSA.
Certain limitations may apply if you are a highly compensated participant or a key employee.
Contributions to an FSA
Flexible spending arrangements:
Contributions to
Contributions to:
FSA
You contribute to your FSA by electing an amount to be voluntarily withheld from your pay by your employer. This is sometimes called a salary
reduction agreement. The employer may also contribute to your FSA if specified in the plan.
You do not pay federal income tax or employment taxes on the salary you contribute or the amounts your employer contributes to the FSA. However,
contributions made by your employer to provide coverage for long-term care insurance must be included in income.
When To Contribute
Flexible spending arrangements:
When to contribute
At the beginning of the plan year, you must designate how much you want to contribute. Then, your employer will deduct amounts periodically
(generally, every payday) in accordance with your annual election. You can change or revoke your election only if there is a change in your employment
or family status that is specified by the plan.
Amount of Contribution
There is no limit on the amount of money you or your employer can contribute to the accounts; however, the plan must prescribe either a maximum
dollar amount or maximum percentage of compensation that can be contributed to your health FSA.
Generally, contributed amounts that are not spent by the end the plan year are forfeited. See Balance in an FSA, later. For this reason,
it is important to base your contribution on an estimate of the qualifying expenses you will have during the year.
Distributions From an FSA
Flexible spending arrangements:
Distributions from
Distributions from:
FSA
Distributions from a health FSA must be paid only to reimburse you for qualified medical expenses you incurred during the period of coverage. You
must be able to receive the maximum amount of reimbursement (the amount you have elected to contribute for the year) at any time during the coverage
period, regardless of the amount you have actually contributed. The maximum amount you can receive tax free is the total amount you elected to
contribute to the health FSA for the year.
You must provide the health FSA with a written statement from an independent third party stating that the medical expense has been incurred and the
amount of the expense. You must also provide a written statement that the expense has not been paid or reimbursed under any other health plan
coverage. The FSA cannot make advance reimbursements of future or projected expenses.
Qualified medical expenses.
Medical expenses, qualified
Qualified medical expenses are those specified in the plan that would generally qualify for the medical and dental expenses deduction. These are
explained in Publication 502, Medical and Dental Expenses. Examples include amounts paid for doctors' fees, prescription and non-prescription
medicines, and necessary hospital services not paid for by insurance.
You cannot receive distributions from your FSA for the following expenses.
Amounts paid for health insurance premiums.
Amounts paid for long-term care coverage or expenses.
Amounts that are covered under another health plan.
If you are covered under both a health FSA and an HRA, see Notice 2002-45, Part V, which is on page 93 of Internal Revenue Bulletin 2002-28 at
www.irs.gov/pub/irs-irbs/irb02-28.pdf.
You cannot deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the distribution you receive from
the FSA.
Balance in an FSA
Flexible spending arrangements:
Balance in
Flexible spending accounts are use-it-or-lose-it plans. This means that amounts in the account at the end of the plan year cannot be carried
over to the next year. However, the plan can provide for a grace period of up to 2 months after the end of the plan year. If there is
a grace period, any qualified medical expenses incurred in that period are treated as having incurred in the previous plan year and can be paid from
any amounts left in the account at the end of that year. Your employer is not permitted to refund any part of the balance to you.
Employer Participation
Employer participation:
FSA
For the health FSA to maintain tax-qualified status, employers must comply with certain requirements that apply to cafeteria plans. For example,
there are restrictions for plans that cover highly compensated employees and key employees. The plans must also comply with rules applicable to other
accident and health plans. Chapters 1 and 2 of Publication 15-B, Employer's Tax Guide to Fringe Benefits, explain these requirements.
Flexible spending arrangements:
Health Reimbursement Arrangements (HRAs)
A health reimbursement arrangement (HRA) must be funded solely by an employer. The contribution cannot be paid through a voluntary salary reduction
agreement on the part of an employee. Employees are reimbursed tax free for qualified medical expenses up to a maximum dollar amount for a coverage
period. An HRA may be offered with other health plans, including FSAs.
Health reimbursement arrangements:
For information on the interaction between an HRA and an HSA, see Other employee health plans under Qualifying for an HSA,
earlier.
What are the benefits of an HRA?
You may enjoy several benefits from having an HRA.
Contributions made by your employer can be excluded from your gross income.
Reimbursements may be tax free if you pay qualified medical expenses. See Qualified medical expenses, later.
Any unused amounts in the HRA can be carried forward for reimbursements in later years.
Qualifying for an HRA
Health reimbursement arrangements:
Qualifying for
HRAs are employer-established benefit plans. These may be offered in conjunction with other employer-provided health benefits. Employers have
complete flexibility to offer various combinations of benefits in designing their plan. You do not have to be covered under any other health care plan
to participate.
Self-employed persons are not eligible for an HRA.
Certain limitations may apply if you are a highly compensated participant.
Contributions to an HRA
Health reimbursement arrangements:
Contributions to
Contributions to:
HRA
HRAs are funded solely through employer contributions and may not be funded through employee salary deferrals under a cafeteria plan. These
contributions are not included in the employee's income. You do not pay federal income taxes or employment taxes on amounts your employer contributes
to the HRA.
Amount of Contribution
There is no limit on the amount of money your employer can contribute to the accounts. Additionally, the maximum reimbursement amount credited
under the HRA in the future may be increased or decreased by amounts not previously used. See Balance in an HRA, later.
Distributions From an HRA
Health reimbursement arrangements:
Distributions from
Distributions from:
HRA
Distributions from an HRA must be paid to reimburse you for qualified medical expenses you have incurred. The expense must have been incurred on or
after the date you are enrolled in the HRA. If any distribution is, or can be, made for other than the reimbursement of qualified medical expenses,
any distribution (including reimbursement of qualified medical expenses) made in the current tax year is included in gross income.
Reimbursements under an HRA can be made to the following persons.
Current and former employees.
Spouses and dependents of those employees.
Any person you could have claimed as a dependent on your return if that person had not received $3,200 or more of gross income or had not
filed a joint return.
Any person you could have claimed as a dependent except that you, or your spouse if filing jointly, were claimed as a dependent on someone
else's 2005 return.
Spouses and dependents of deceased employees.
Qualified medical expenses.
Medical expenses, qualified
Qualified medical expenses are those specified in the plan that would generally qualify for the medical and dental expenses deduction. These are
explained in Publication 502, Medical and Dental Expenses. Examples include amounts paid for doctors' fees, prescription and non-prescription
medicines, and necessary hospital services not paid for by insurance.
Qualified medical expenses from your HRA include the following.
Amounts paid for health insurance premiums.
Amounts paid for long-term care coverage.
Amounts that are not covered under another health plan.
If you are covered under both an HRA and a health FSA, see Notice 2002-45, Part V, which is on page 93 of Internal Revenue Bulletin 2002-28 at
www.irs.gov/pub/irs-irbs/irb02-28.pdf.
You cannot deduct qualified medical expenses as an itemized deduction on Schedule A (Form 1040) that are equal to the distribution from the HRA.
Balance in an HRA
Health reimbursement arrangements:
Balance in
Amounts that remain at the end of the year can generally be carried over to the next year. Your employer is not permitted to refund any part of the
balance to you. These amounts may never be used for anything but reimbursements for qualified medical expenses.
Employer Participation
Employer participation:
HRA
For an HRA to maintain tax-qualified status, employers must comply with certain requirements that apply to other accident and health plans.
Chapters 1 and 2 of Publication 15-B, Employer's Tax Guide to Fringe Benefits, explain these requirements.
Health reimbursement arrangements:
HSA
Health savings accounts
MSA
Medical savings accounts
FSA
Flexible spending arrangements
HRA
Health reimbursement arrangements
Qualified medical expenses
Medical expenses, qualified
How To Get Tax Help
More information
Tax help
Free tax services
Tax help
Help
Tax help
Assistance
Tax help
Publications
Tax help
TTY/TDD information
You can get help with unresolved tax issues, order free publications and forms, ask tax questions, and get information from the IRS in several
ways. By selecting the method that is best for you, you will have quick and easy access to tax help.
Contacting your Taxpayer Advocate.
Taxpayer Advocate
If you have attempted to deal with an IRS problem unsuccessfully, you should contact your Taxpayer Advocate.
The Taxpayer Advocate independently represents your interests and concerns within the IRS by protecting your rights and resolving problems that
have not been fixed through normal channels. While Taxpayer Advocates cannot change the tax law or make a technical tax decision, they can clear up
problems that resulted from previous contacts and ensure that your case is given a complete and impartial review.
To contact your Taxpayer Advocate:
Call the Taxpayer Advocate toll free at
1-877-777-4778.
Call, write, or fax the Taxpayer Advocate office in your area.
Call 1-800-829-4059 if you are a TTY/TDD user.
Visit
www.irs.gov/advocate.
For more information, see Publication 1546, How To Get Help With Unresolved Tax Problems (now available in Chinese, Korean, Russian, and
Vietnamese, in addition to English and Spanish).
Free tax services.
To find out what services are available, get Publication 910, IRS Guide to Free Tax Services. It contains a list of free tax publications and an
index of tax topics. It also describes other free tax information services, including tax education and assistance programs and a list of TeleTax
topics.
Internet. You can access the IRS website 24 hours a day, 7 days a week, at
www.irs.gov to:
E-file your return. Find out about commercial tax preparation and e-file services available free to eligible
taxpayers.
Check the status of your 2005 refund. Click on Where's My Refund. Be sure to wait at least 6 weeks from the date you filed your
return (3 weeks if you filed electronically). Have your 2005 tax return available because you will need to know your social security number, your
filing status, and the exact whole dollar amount of your refund.
Download forms, instructions, and publications.
Order IRS products online.
Research your tax questions online.
Search publications online by topic or keyword.
View Internal Revenue Bulletins (IRBs) published in the last few years.
Figure your withholding allowances using our Form W-4 calculator.
Sign up to receive local and national tax news by email.
Get information on starting and operating a small business.
Phone. Many services are available by phone.
Ordering forms, instructions, and publications. Call 1-800-829-3676 to order current-year forms, instructions, and publications
and prior-year forms and instructions. You should receive your order within 10 days.
Asking tax questions. Call the IRS with your tax questions at 1-800-829-1040.
Solving problems. You can get face-to-face help solving tax problems every business day in IRS Taxpayer Assistance Centers. An
employee can explain IRS letters, request adjustments to your account, or help you set up a payment plan. Call your local Taxpayer Assistance Center
for an appointment. To find the number, go to
www.irs.gov/localcontacts or
look in the phone book under United States Government, Internal Revenue Service.
TTY/TDD equipment. If you have access to TTY/TDD equipment, call 1-800-829-4059 to ask tax questions or to order forms and
publications.
TeleTax topics. Call 1-800-829-4477 and press 2 to listen to pre-recorded messages covering various tax topics.
Refund information. If you would like to check the status of your 2005 refund, call 1-800-829-4477 and press 1 for automated
refund information or call 1-800-829-1954. Be sure to wait at least 6 weeks from the date you filed your return (3 weeks if you filed electronically).
Have your 2005 tax return available because you will need to know your social security number, your filing status, and the exact whole dollar amount
of your refund.
Evaluating the quality of our telephone services. To ensure that IRS representatives give accurate, courteous, and professional answers,
we use several methods to evaluate the quality of our telephone services. One method is for a second IRS representative to sometimes listen in on or
record telephone calls. Another is to ask some callers to complete a short survey at the end of the call.
Walk-in. Many products and services are available on a walk-in basis.
Products. You can walk in to many post offices, libraries, and IRS offices to pick up certain forms, instructions, and
publications. Some IRS offices, libraries, grocery stores, copy centers, city and county government offices, credit unions, and office supply stores
have a collection of products available to print from a CD-ROM or photocopy from reproducible proofs. Also, some IRS offices and libraries have the
Internal Revenue Code, regulations, Internal Revenue Bulletins, and Cumulative Bulletins available for research purposes.
Services. You can walk in to your local Taxpayer Assistance Center every business day for personal, face-to-face tax help. An
employee can explain IRS letters, request adjustments to your tax account, or help you set up a payment plan. If you need to resolve a tax problem,
have questions about how the tax law applies to your individual tax return, or you're more comfortable talking with someone in person, visit your
local Taxpayer Assistance Center where you can spread out your records and talk with an IRS representative face-to-face. No appointment is necessary,
but if you prefer, you can call your local Center and leave a message requesting an appointment to resolve a tax account issue. A representative will
call you back within 2 business days to schedule an in-person appointment at your convenience. To find the number, go to
www.irs.gov/localcontacts or
look in the phone book under United States Government, Internal Revenue Service.
Mail. You can send your order for forms, instructions, and publications to the address below and receive a response within 10 business
days after your request is received.
National Distribution Center
P.O. Box 8903
Bloomington, IL 61702-8903
CD-ROM for tax products. You can order Publication 1796, IRS Tax Products CD-ROM, and obtain:
A CD that is released twice so you have the latest products. The first release ships in late December and the final release ships in late
February.
Current-year forms, instructions, and publications.
Prior-year forms, instructions, and publications.
Tax Map: an electronic research tool and finding aid.
Tax law frequently asked questions (FAQs).
Tax Topics from the IRS telephone response system.
Fill-in, print, and save features for most tax forms.
Internal Revenue Bulletins.
Toll-free and email technical support.
Buy the CD-ROM from National Technical Information Service (NTIS) at
www.irs.gov/cdorders for $25 (no handling fee) or call 1-877-233-6767 toll free to buy the CD-ROM for $25 (plus a $5 handling fee).
CD-ROM for small businesses. Publication 3207, The Small Business Resource Guide CD-ROM for 2005, has a new look and enhanced navigation
features. This year's CD includes:
Helpful information, such as how to prepare a business plan, find financing for your business, and much more.
All the business tax forms, instructions, and publications needed to successfully manage a business.
Tax law changes for 2005.
IRS Tax Map to help you find forms, instructions, and publications by searching on a keyword or topic.
Web links to various government agencies, business associations, and IRS organizations.
Rate the Product survey—your opportunity to suggest changes for future editions.
An updated version of this CD is available each year in early April. You can get a free copy by calling 1-800-829-3676 or by visiting
www.irs.gov/smallbiz.
Tax Publications for Individual Taxpayers and Commonly Used Tax Forms
Summary: This is a listing of tax publications and commonly used tax forms. The text states:
Tax Publications for Individual Taxpayers
See How to Get Tax Help for a variety of ways to get publications, including by computer, phone, and mail.
General Guides
1--Your Rights as a Taxpayer
17--Your Federal Income Tax (For Individuals)
334--Tax Guide for Small Business (For Individuals Who Use Schedule C or C-EZ)
509--Tax Calendars for 2006
553--Highlights of 2005 Tax Changes
910--Guide to Free Tax Services
Specialized Publications
3--Armed Forces' Tax Guide
54--Tax Guide for U.S. Citizens and Resident Aliens Abroad
225--Farmer's Tax Guide
463--Travel, Entertainment, Gift, and Car Expenses
501--Exemptions, Standard Deduction, and Filing Information
502--Medical and Dental Expenses (Including the Health Coverage Tax Credit)
503--Child and Dependent Care Expenses
504--Divorced or Separated Individuals
505--Tax Withholding and Estimated Tax
514--Foreign Tax Credit for Individuals
516--U.S. Government Civilian Employees Stationed Abroad
517--Social Security and Other Information for Members of the Clergy and Religious Workers
519--U.S. Tax Guide for Aliens
521--Moving Expenses
523--Selling Your Home
524--Credit for the Elderly or the Disabled
525--Taxable and Nontaxable Income
526--Charitable Contributions
527--Residential Rental Property
529--Miscellaneous Deductions
530--Tax Information for First-Time Homeowners
531--Reporting Tip Income
536--Net Operating Losses (NOLs) for Individuals, Estates, and Trusts
537--Installment Sales
541--Partnerships
544--Sales and Other Dispositions of Assets
547--Casualties, Disasters, and Thefts
550--Investment Income and Expenses
551--Basis of Assets
552--Recordkeeping for Individuals
554--Older Americans' Tax Guide
555--Community Property
556--Examination of Returns, Appeal Rights, and Claims for Refund
559--Survivors, Executors, and Administrators
561--Determining the Value of Donated Property
564--Mutual Fund Distributions
570--Tax Guide for Individuals With Income From U.S. Possessions
571--Tax-Sheltered Annuity Plans (403(b) Plans)
575--Pension and Annuity Income
584--Casualty, Disaster, and Theft Loss Workbook (Personal-Use Property)
587--Business Use of Your Home (Including Use by Day-Care Providers)
590--Individual Retirement Arrangements (IRAs)
593--Tax Highlights for U.S. Citizens and Residents Going Abroad
594--What You Should Know About the I.R.S. Collection Process
596--Earned Income Credit (EIC)
721--Tax Guide to U.S. Civil Service Retirement Benefits
901--U.S. Tax Treaties
907--Tax Highlights for Persons with Disabilities
908--Bankruptcy Tax Guide
915--Social Security and Equivalent Railroad Retirement Benefits
919--How Do I Adjust My Tax Withholding?
925--Passive Activity and At-Risk Rules
926--Household Employer's Tax Guide
929--Tax Rules for Children and Dependents
936--Home Mortgage Interest Deduction
946--How to Depreciate Property
947--Practice Before the I.R.S. and Power of Attorney
950--Introduction to Estate and Gift Taxes
967--I.R.S. Will Figure Your Tax
969--Health Savings Accounts and Other Tax-Favored Health Plans
970--Tax Benefits for Education
971--Innocent Spouse Relief
972--Child Tax Credit
1542--Per Diem Rates
1544--Reporting Cash Payments of Over $10,000 (Received in a Trade or Business)
1546--The Taxpayer Advocate Service—How to Get Help With Unresolved Problems
Spanish Language Publications
1SP--Derechos del Contribuyente
579SP Cómo Preparar la Declaración de Impuesto Federal
594SP Que es lo que Debemos Saber sobre el Proceso de Cobro del IRS
596SP Crédito por Ingreso del Trabajo
850 English-Spanish Glossary of Words and Phrases Used in Publications Issued by the Internal Revenue Service
1544SP Informe de Pagos en Efectivo en Exceso de $10,000 (Recibidos en una Ocupación o Negocio)
Commonly Used Tax Forms
See How To Get Tax Help for a variety of ways to get forms, including by computer, phone, and mail.
| Form Number and Title |
|
| 1040--U.S. Individual Income Tax Return |
|
| Schedule A&B--Itemized Deductions & Interest and Ordinary Dividends |
|
| Schedule C--Profit or Loss From Business |
|
| Schedule C-EZ--Net Profit From Business |
|
| Schedule D--Capital Gains and Losses |
|
| Schedule D-1--Continuation Sheet for Schedule D |
|
| Schedule E--Supplemental Income and Loss |
|
| Schedule EIC.--Earned Income Credit |
|
| Schedule F--Profit or Loss From Farming |
|
| Schedule H--Household Employment Taxes |
|
| Schedule J--Income Averaging for Farmers and Fisherman |
|
| Schedule R--Credit for the Elderly or the Disabled |
|
| Schedule SE--Self-Employment Tax |
|
| 1040A--U.S. Individual Income Tax Return |
|
| Schedule 1--Interest and Ordinary Dividends for Form 1040A Filers |
|
| Schedule 2--Child and Dependent Care Expenses for Form 1040A Filers |
|
| Schedule 3--Credit for the Elderly or the Disabled for Form 1040A Filers |
|
| 1040EZ--Income Tax Return for Single and Joint Filers With No Dependents |
|
| 1040-ES--Estimated Tax for Individuals |
|
| 1040X--Amended U.S. Individual Income Tax Return |
|
| 2106--Employee Business Expenses |
|
| 2106-EZ--Unreimbursed Employee Business Expenses |
|
| 2210--Underpayment of Estimated Tax by Individuals, Estates, and Trusts |
|
| 2441--Child and Dependent Care Expenses |
|
| 2848--Power of Attorney and Declaration of Representative |
|
| 3903--Moving Expenses |
|
| 4562--Depreciation and Amortization |
|
| 4868--Application for Automatic Extension of Time To File U.S. Individual Income Tax Return |
|
| 4952--Investment Interest Expense Deduction |
|
| 5329--Additional Taxes on Qualified Plans (Including IRAs) and Other Tax-Favored Accounts |
|
| 6251--Alternative Minimum Tax—Individuals |
|
| 8283--Non-cash Charitable Contributions |
|
| 8582--Passive Activity Loss Limitations |
|
| 8606--Nondeductible IRAs |
|
| 8812--Additional Child Tax Credit |
|
| 8822--Change of Address |
|
| 8829--Expenses for Business Use of Your Home |
|
| 8863--Education Credits |
|
| 9465--Installment Agreement Request |
|
|
