The Future of Health Savings Accounts: What Employers Need to Know for 2026
Health care is changing, and so are the tools that help employees pay for it. One of the most significant updates comes from the One Big Beautiful Bill Act (OBBBA), which has led to the most substantial expansion of Health Savings Accounts (HSAs) in over a decade.
At Hy-Vee Health Exemplar Care, we believe employers deserve clarity, employees deserve better access, and health benefits should work for both. These new HSA provisions open the door to greater flexibility, increased savings, and more effective benefits strategies.
What’s New with HSAs
Beginning in 2026, employees will have more opportunities to save and plan for health care expenses through HSAs. Key changes include:
- Direct Primary Care (DPC) compatibility: Employees will be able to participate in a DPC membership and still contribute to an HSA, as long as the membership fee is $150/month or less for individuals, or $300/month for families.
- Telehealth access before the deductible: Telehealth visits can be covered before employees meet their deductible without jeopardizing HSA eligibility. This provision, which was temporary during the pandemic, is now permanent.
- More plan options qualify: Bronze and catastrophic ACA marketplace plans will now be considered HSA-eligible high-deductible health plans, providing employees with more choices that pair with an HSA.
Why This Matters for Employers
For employers, these changes provide:
- Predictable costs: Pairing an HSA-eligible plan with DPC helps control spending while improving access to primary care.
- Competitive benefits: Expanded HSA eligibility and flexibility make it easier to attract and retain top talent.
- Stronger employee engagement: HSAs give employees more control over their health and financial planning, while DPC ensures they can actually see a provider when they need one.
How HSAs and DPC Work Together
Direct Primary Care and HSAs are a powerful combination:
- DPC provides unlimited access to primary care, preventive services, and longer appointments without co-pays or deductibles.
- HSAs allow employees to set aside pre-tax dollars for medical expenses, including DPC membership fees (within limits), prescriptions, and future healthcare needs.
- Together, they create a benefit package that lowers barriers to care today and builds savings for tomorrow.
What Employers Should Do Next
As open enrollment approaches:
- Review your current plan design to ensure it aligns with the new HSA rules.
- Communicate clearly with employees about the changes and how they can benefit.
- Explore integrating DPC memberships into your benefits strategy to maximize value and access.
Our Commitment
At Hy-Vee Health Exemplar Care, we’re committed to helping employers build benefits that are personal, accessible, and sustainable. The expansion of HSAs is a significant step toward giving employees more choice and control. When you add Direct Primary Care, it makes healthcare easier, more personal, and better for both employees and employers.
To learn more about how we can help your business design benefits that work better, contact us today.
Part 2: The Future of Health Savings Accounts: What Employees Need to Know for 2026
