{"id":1988,"date":"2025-05-25T17:36:11","date_gmt":"2025-05-25T21:36:11","guid":{"rendered":"https:\/\/johnstonesbenefits.com\/clients\/ila\/?p=1988"},"modified":"2025-05-28T12:02:00","modified_gmt":"2025-05-28T16:02:00","slug":"health-spending-accounts","status":"publish","type":"post","link":"https:\/\/johnstonesbenefits.com\/clients\/ila\/health-spending-accounts\/","title":{"rendered":"Health Spending Accounts"},"content":{"rendered":"\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-7qumf8-43fb6bb66a1b979d705e958f532d7185\">\n#top .av-special-heading.av-7qumf8-43fb6bb66a1b979d705e958f532d7185{\npadding-bottom:10px;\nfont-size:4vw;\n}\nbody .av-special-heading.av-7qumf8-43fb6bb66a1b979d705e958f532d7185 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-7qumf8-43fb6bb66a1b979d705e958f532d7185 .av-special-heading-tag{\nfont-size:4vw;\n}\n.av-special-heading.av-7qumf8-43fb6bb66a1b979d705e958f532d7185 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-7qumf8-43fb6bb66a1b979d705e958f532d7185 av-special-heading-h2 blockquote modern-quote  avia-builder-el-0  el_before_av_hr  avia-builder-el-first  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >The Journal<\/h2><div class='av-subheading av-subheading_below'><p>Solid Group Plans Made Simple<\/p>\n<\/div><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n<div  class='hr av-5tg4fo-878d3a782cb5c5d33d906ada728e2953 hr-default  avia-builder-el-1  el_after_av_heading  el_before_av_heading '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-m9xb8mla-e32f1532208e3e35889432e36fc56704\">\n#top .av-special-heading.av-m9xb8mla-e32f1532208e3e35889432e36fc56704{\npadding-bottom:10px;\ncolor:#c4a106;\nfont-size:3vw;\n}\nbody .av-special-heading.av-m9xb8mla-e32f1532208e3e35889432e36fc56704 .av-special-heading-tag .heading-char{\nfont-size:25px;\n}\n#top #wrap_all .av-special-heading.av-m9xb8mla-e32f1532208e3e35889432e36fc56704 .av-special-heading-tag{\nfont-size:3vw;\n}\n.av-special-heading.av-m9xb8mla-e32f1532208e3e35889432e36fc56704 .special-heading-inner-border{\nborder-color:#c4a106;\n}\n.av-special-heading.av-m9xb8mla-e32f1532208e3e35889432e36fc56704 .av-subheading{\nfont-size:15px;\n}\n<\/style>\n<div  class='av-special-heading av-m9xb8mla-e32f1532208e3e35889432e36fc56704 av-special-heading-h2 custom-color-heading blockquote modern-quote  avia-builder-el-2  el_after_av_hr  el_before_av_hr  av-inherit-size'><h2 class='av-special-heading-tag'  itemprop=\"headline\"  >Health Spending Accounts<\/h2><div class=\"special-heading-border\"><div class=\"special-heading-inner-border\"><\/div><\/div><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-4s969w-dde90258124ee9a9217d5e54cb96da1e\">\n#top .hr.hr-invisible.av-4s969w-dde90258124ee9a9217d5e54cb96da1e{\nheight:30px;\n}\n<\/style>\n<div  class='hr av-4s969w-dde90258124ee9a9217d5e54cb96da1e hr-invisible  avia-builder-el-3  el_after_av_heading  el_before_av_one_full '><span class='hr-inner '><span class=\"hr-inner-style\"><\/span><\/span><\/div>\n\n<style type=\"text\/css\" data-created_by=\"avia_inline_auto\" id=\"style-css-av-346r1w-ec8f5118a00cbdb3735d92b897c78eeb\">\n.flex_column.av-346r1w-ec8f5118a00cbdb3735d92b897c78eeb{\nborder-radius:0px 0px 0px 0px;\n-webkit-border-radius:0px 0px 0px 0px;\n-moz-border-radius:0px 0px 0px 0px;\n}\n<\/style>\n<div class='flex_column av-346r1w-ec8f5118a00cbdb3735d92b897c78eeb av_one_full  avia-builder-el-4  el_after_av_hr  avia-builder-el-last  first flex_column_div av-zero-column-padding '   ><section  class='av_textblock_section av-m9xb9pz8-54071e4291b4880eba3417027d0ace23'  itemscope=\"itemscope\" itemtype=\"https:\/\/schema.org\/BlogPosting\" itemprop=\"blogPost\" ><div class='avia_textblock'  itemprop=\"text\" ><p><a href=\"https:\/\/johnstonesbenefits.com\/clients\/ila\/wp-content\/uploads\/2025\/04\/2025_05-Health-Spending-Accounts.pdf\" target=\"_blank\" rel=\"noopener\">Click here to download pdf<\/a><\/p>\n<p><strong>Private Health Services Plans<\/strong><\/p>\n<p>Simply defined, a Private Health Services Plan (PHSP) is an alternative to traditional health insurance. Used by thousands of small business owners across Canada, a PHSP is a cost-effective way to provide health and dental benefits to employees.<\/p>\n<p>Canada Revenue Agency (CRA) considers that a plan is a PHSP if all, or substantially all, (generally, 90% or more) of the premiums paid under the plan are for medical expenses that are eligible for the Medical Expense Tax Credit (METC).<\/p>\n<p>There must be a document which outlines the coverage for employees under the PHSP. In this document, the organization can set different annual limits for PHSP benefits provided to different employee classes in the company. If there are no limitations to the coverage, the plan will be unlikely to qualify as a PHSP.<\/p>\n<p>Companies decide the employee\u2019s annual benefit allotment by class, and while CRA does not provide specific regulations on dollar amounts, it has indicated that benefits should be reasonable within relation to the individual\u2019s remuneration package and their position at the company. Industry standards have determined that an allotment of 10-15% of the employee\u2019s income is considered reasonable. NOTE: this does not necessarily include all take-home income, such as dividend income, but rather based on a reasonable income an employee would be compensated to operate in their specific duty.<\/p>\n<p><strong>Health Spending Accounts<\/strong><\/p>\n<p>Health Spending Accounts (HSAs) are PHSPs and are typically partnered with a group benefits plan to cover gaps in traditional insurance. Traditional plans often have limits or exclusions \u2013 for example, no vision care, maximums on dental, physio, massage, etc.<\/p>\n<p>Incorporated businesses, including shareholder employees and all other corporate employees, are eligible to participate in an HSA. Corporations with as few as one employee can be eligible as well.<\/p>\n<p>In the case of unincorporated businesses or sole proprietors, the owner and their employees are also eligible IF the owner has at least one arm&#8217;s-length employee.<\/p>\n<p>An HSA is a great tool to supplement a traditional benefits plan and provides flexibility for employees and their families. Employees value choice, and an HSA is a way for employers to offer choice while keeping liabilities fixed for their business. As the employer-paid HSA contributions and the benefits received are all non-taxable in the hands of employees, employers can add an HSA to their benefits program as an optimal form of compensation.<\/p>\n<p>The CRA allows an HSA to pay for health and dental expenses which are eligible under the group plan, but not fully reimbursed &#8211; such as deductibles and expenses above the co-insurance limit \u2013 as selected by the employee. \u00a0In addition, health and dental expenses not eligible under the group plan but which meet the Income Tax Act&#8217;s definition of &#8220;health expenses&#8221; eligible for the medical expense tax credit are also covered by HSAs.<\/p>\n<p><strong>Plan Advantages<\/strong><\/p>\n<p>There are several advantages of Health Spending Accounts (HSAs) including:<\/p>\n<ul>\n<li><strong>COST<\/strong>: these plans are in essence a \u2018defined contribution\u2019 plan, which gives the employer budget control and no uncertainty about premiums. You determine how much you will spend in any given year.<\/li>\n<li><strong>FLEXIBILITY<\/strong>: employees can use their HSA funds to cover a variety of medical expenses beyond their group benefits plan, including expanded eligibility (no pre-existing conditions, no age limitations), as well as no limitations that are common in group insurance plans, such as deductibles, co-insurance limits, number of practitioner visits or cost of treatments, etc.<\/li>\n<li><strong>TAX<\/strong>: there are also tax advantages of these plans. Any premiums paid to a PHSP by a company are considered business expenses and 100% deductible against business income. There are no CPP or EI premiums charged on these payments. And all premiums paid, and benefits received are 100% tax free to the recipient, which can be the owner or employees.<\/li>\n<li><strong>SIMPLIFIED CLAIMS PROCESS<\/strong>: many HSA providers have simplified their processes for submitting claims and managing the account.<\/li>\n<\/ul>\n<p><strong>How are HSAs paid for?<\/strong><\/p>\n<p>HSAs are 100% paid by the employer. The employer makes an annual contribution, often referred to as credits, to the HSA, which is then used by the employee to pay for eligible expenses. These accounts are set up on a \u2018use it or lose it\u2019 basis as specified in the plan document.<\/p>\n<p>An HSA is meant to be an employee benefit rather than one exclusively for shareholders or owners. Prior to plan set up, the following condition(s) should be met:<\/p>\n<ol>\n<li>Must be an active business; cannot be generating passive income.<\/li>\n<li>The benefit is available to all employees, including those who are neither a shareholder nor related to a shareholder (regardless of whether they have chosen to participate in the plan); if the HSA is not available to all employees, there is a logical reason to exclude some employees.<\/li>\n<li>The benefit is comparable to that offered to non shareholder employees of businesses of a similar size who perform similar responsibilities.<\/li>\n<li>Employees who are also shareholders must be collecting T4 income.<\/li>\n<\/ol>\n<p>HSAs should not exclude non-shareholders or arms length employees unless meeting the outline above. To avoid any issues, it is recommended that employers refer to their tax authority for all plan designs and limitations prior to setup.<\/p>\n<\/div><\/section><\/div>\n","protected":false},"excerpt":{"rendered":"","protected":false},"author":1,"featured_media":0,"comment_status":"open","ping_status":"open","sticky":false,"template":"","format":"standard","meta":{"footnotes":""},"categories":[2],"tags":[],"class_list":["post-1988","post","type-post","status-publish","format-standard","hentry","category-news"],"yoast_head":"<!-- This site is optimized with the Yoast SEO plugin v27.4 - https:\/\/yoast.com\/product\/yoast-seo-wordpress\/ -->\r\n<title>Health Spending Accounts - Johnstone&#039;s Benefits<\/title>\r\n<meta name=\"description\" content=\"Johnstone&#039;s Benefits provides simple employee insurance benefit programs for large and small business.\" \/>\r\n<meta name=\"robots\" content=\"index, follow, max-snippet:-1, max-image-preview:large, max-video-preview:-1\" \/>\r\n<link rel=\"canonical\" href=\"https:\/\/johnstonesbenefits.com\/clients\/ila\/health-spending-accounts\/\" \/>\r\n<meta property=\"og:locale\" content=\"en_US\" \/>\r\n<meta property=\"og:type\" content=\"article\" \/>\r\n<meta property=\"og:title\" content=\"Health Spending Accounts - 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