A New Era for HSAs and Flexible Benefits
The “Big Beautiful Bill” has officially been signed into law, ushering in the most significant expansion of Health Savings Accounts (HSAs) in more than 20 years. But the impact doesn’t stop there. The legislation includes several key updates that touch nearly every corner of consumer-directed healthcare and flexible benefits.
If you’re an employer or broker, now’s the time to start preparing for how these changes will shape benefit strategies in the years ahead. Here’s what you need to know:
HSA Eligibility Expands to More Plan Types in 2026
Beginning in 2026, individuals enrolled in Bronze and Catastrophic ACA marketplace plans will become eligible to open and contribute to a Health Savings Account (HSA). This expansion could unlock HSA access for millions of Americans who were previously excluded due to plan type.
What this means:
Employers offering Individual Coverage Health Reimbursement Arrangements (ICHRAs) should revisit employee communications and plan education materials to reflect this upcoming change. Bronze and Catastrophic ACA exchange plans are commonly used with ICHRAs, and now they will offer the added benefit of HSA compatibility.
Direct Primary Care Now HSA-Compatible
Starting January 1, 2026, membership fees for Direct Primary Care (DPC) arrangements will be considered HSA-eligible expenses. Just as importantly, participation in a DPC arrangement will no longer disqualify someone from contributing to an HSA.
What this means:
If you’ve been holding off on DPC offerings due to HSA limitations, this opens the door to new plan design possibilities. Our sister company, Accresa, specializes in DPC administration and is ready to help employers explore and implement this benefit.
Permanent Telehealth Safe Harbor
The bill makes permanent a policy that had previously been extended year to year: HSA-compatible plans can now cover telehealth services before the deductible is met, permanently.
What this means:
Employers that offer or are considering pre-deductible telehealth coverage can now do so with confidence. Plan documentation and employee communications should be updated to reflect this change, which applies retroactively. If you removed this coverage in past years due to uncertainty, now may be a good time to revisit it.
Dependent Care FSA (DCFSA) Limit Increased
For the first time in nearly 40 years, the annual contribution limit for Dependent Care FSAs will increase. Starting in 2026, the new limits will be:
- $7,500 for single filers and married couples filing jointly
- $3,750 for married individuals filing separately
What's Next?
These legislative updates represent a meaningful shift in how employees can manage and save for healthcare, and how employers can build benefit programs that offer flexibility, tax advantages, and modern care options.
If you’re wondering how these changes might affect your organization or your clients, the Ameriflex team is here to help. We’re ready to walk you through the implications and support your planning well ahead of the 2026 effective dates.
Have questions or need help with strategy?
Contact us to speak with your Ameriflex sales representative.