Your Group Health Savings Account Insurance Broker
A health savings account pairs a high-deductible medical plan with an account owned by the employee. Contributions are made pretax, and both the growth and any withdrawals for qualified medical expenses remain untaxed. For the employer, the qualifying plan generally carries a lower premium than a traditional low-deductible option, which frees up budget that can be redirected into contributions to employee accounts.
Victor Insures You is a group health savings account insurance broker for employers with 100 or more employees.
We press the carrier on price and route those savings into employer contributions, so your workforce ends up better off than they were on your old plan.
What Makes a Plan HSA-Qualified in 2026?
The account only functions if the medical plan behind it meets IRS standards. In 2026, an HSA-qualified high-deductible plan must carry a deductible of at least $1,700 for self-only coverage or $3,400 for family coverage, with out-of-pocket maximums that do not exceed $8,500 and $17,000. Employees can contribute up to $4,400 for self-only coverage or $8,750 for family coverage, with another $1,000 available to those age 55 and older. Plan designs that drift outside these boundaries disqualify the account.
Victor Insures You checks every plan against the current thresholds before placement and again at renewal, when carriers routinely adjust cost sharing.
Employee eligibility can also be undone by other coverage your organization offers. A general-purpose health FSA disqualifies an employee from contributing to an HSA, so employers running both need a limited-purpose FSA restricted to dental and vision expenses. We catch conflicts like this before they surface on a tax return and undercut your HSA group benefits.
Negotiating the Plan Behind the Account
The IRS governs the account. It does not govern what your carrier charges for the insurance, and that is where the leverage sits. Our HSA group health insurance brokerage focuses on the medical plan.
We challenge trend assumptions and loss ratio math at renewal, request rate relief when an increase is not supported by your claims experience, and send proposals back when the initial pricing is soft.
We also negotiate custodian and account administration fees, since per-account charges can reduce the value employees see. A lower premium may lower our own compensation. We pursue it anyway, because our obligation runs to the employer.
Putting the Premium Savings Into Employee Accounts
Many employers redirect part of the premium savings into employee HSAs. How that contribution is structured, whether funded upfront, matched against employee deferrals, or tied to wellness participation, shapes enrollment and how employees judge the plan.
Victor Insures You models the contribution against your projected savings, so HSA group benefits improve on what your workforce had before, rather than shifting cost onto them.
Administer the Program Through Employee Navigator
Victor Insures You clients also gain access to Employee Navigator, a benefits administration platform that handles enrollment and organizes employee data in one system. For a team tracking eligibility across a high-deductible plan and the rest of your benefits lineup, it reduces the manual work that annual enrollment and mid-year changes otherwise create.
Can you use group HSA to pay for health insurance premiums?
Generally no. Insurance premiums are not a qualified medical expense, so paying them from an HSA usually results in income tax and a penalty. The IRS allows a few exceptions. An employee can use HSA funds for COBRA continuation premiums, for health coverage premiums while receiving unemployment compensation, for Medicare Part A, Part B, Part D, and Medicare Advantage premiums once age 65 or older, and for qualified long-term care insurance up to age-based limits. Medicare supplement policies do not qualify.
Are employers required to contribute to employee HSAs, and does everyone have to receive the same amount?
Employer contributions are optional. If you contribute outside a Section 125 cafeteria plan, comparability rules require the same dollar amount or the same percentage of the deductible for all comparable participating employees, and violations carry an excise tax. Routing contributions through a cafeteria plan replaces comparability with Section 125 nondiscrimination rules, which permit matching and wellness-based variation. Most employers choose the cafeteria plan route for that flexibility.
Can an employee keep contributing to an HSA after enrolling in Medicare?
No. Enrollment in any part of Medicare ends HSA contribution eligibility, though the employee can continue spending the existing balance on qualified expenses. Employees who work past 65 should note that Medicare Part A can apply retroactively for up to 6 months when they enroll, so contributions need to stop 6 months before Medicare or Social Security enrollment begins to avoid an excess contribution.
Turn to us for expert guidance on group health insurance, benefits administration, and comprehensive business insurance, and let us exceed your expectations.
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