Health Account Solutions

Health Account Solutions

With Voya’s Health Account Solutions, employers can offer their employees plans that can help them live for today — and plan for tomorrow.

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Health Savings Accounts (HSAs)

Employee contributions go in pre-tax and can be used for HSA-qualified medical expenses today or years later.

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Flexible Spending Accounts (FSAs)

Employees can deposit pre-tax dollars into an account through payroll that can be used to pay for eligible expenses throughout the FSA plan year.

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Commuter Benefit Accounts

Employees can deposit pre-tax dollars through payroll into an account that can be used to pay for commuting expenses throughout the plan year.

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Health Reimbursement Arrangements (HRAs)

This employer-funded account can help employees pay eligible medical expenses.

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Tuition Reimbursement

Offers online guidance to employees for managing student debt — and enables employers to make direct payments toward their employees’ student loans.

Solutions that make life easier

With our Health Account Solutions, both employees and employers benefit from tax advantages.


Don’t pay federal income tax or FICA taxes on contributions to these accounts made through payroll. In most states, they don’t pay state income tax either. This puts more money into the hands of employees.

Benefits for employees

Employees receive high-touch service, including:

  • 24/7/365 customer service with text/chat and language translation capabilities
  • Online portals and mobile applications for easy account access at any time


Benefit from lower payroll taxes due to the tax-free payroll contributions.

Benefits for employers

Employers benefit from a dedicated account manager and implementation manager, as well as a dedicated data exchange team for file setup, testing and production processing. Plus:

  • Flexible administration & customized plan designs: Ability to exchange files with 100+ payroll, benefit systems and file vendors with flexibility on data intake models — and expertise in divisional complexities
  • Innovative employee engagement: Targeted communications and nudges, based on employee situation — and robust real-time employee portals and mobile apps, multi-account debit card
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Health Savings Accounts (HSAs)

HSAs can help employees financially prepare for the future — and manage medical expenses with more confidence. Employees enrolled in an HSA-qualified high deductible health plan (HDHP), can open an HSA to pay for HSA qualified expenses with pre-tax dollars, now or in retirement — or anytime in between.

The account is owned by the employee and the balance rolls over year after year. Employees can opt to invest their HSA funds through Voya’s HSA investment options.


Covers qualified expenses like:* Out-of-pocket medical, dental and vision expenses, COBRA premiums, retiree medical premiums, medical premiums paid while collecting unemployment compensation, and certain long term care insurance policy premiums.

*For a complete list of qualified expenses, visit and search for Publication 502: Medical and Dental Expenses.

Who is eligible for an HSA?

Generally, an employee must be enrolled in an HSA-qualified HDHP, not be enrolled in Medicare, and not claimed as a dependent on anyone else’s tax return.

HSA-eligible medical plans

Federal guidelines are set annually for the minimum deductible amount and maximum out-of-pocket amount a plan must have to be considered HSA-qualified. In addition, services, including prescriptions, must be subject to the medical plan deductible, expect for certain permitted preventive care services.

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Flexible Spending Accounts (FSAs)

FSAs help employees manage current health care and child care costs by enabling them to set aside pre-tax dollars to pay for health or dependent care throughout the year — such as prescriptions, contact lens and childcare — with one debit card.

The balance does not roll over; it must be spent before the end of the year or be forfeited, per IRS regulations. There are options an employer can place on their plan to reduce chance of forfeiture.

These tax-advantaged accounts are available in three different types:

  1. Health FSA: Can help pay for qualified medical, dental and vision out-of-pocket healthcare expenses like co-pays, coinsurance, deductibles, prescriptions, glasses, vision correction surgery, dental and orthodontia services and more.
  2. Limited Purpose FSA: Similar to a Health FSA, this plan is limited to dental (including orthodontia) and vision expenses only. Enrollment in a Limited Purpose FSA is permitted for those enrolled in an HSA, whereas a Health FSA is not.
  3. Dependent Care FSA: Use for qualified expenses like daycare, before and after school care, or summer day camps for employee’s tax dependents under age 13, as well as care for tax dependents of any age with special needs (such as those needing adult day care services).

For a full list of qualified health care expenses, visit and see Section 213(d) of the Internal Revenue Code.


How employees use an FSA: 

  • Before the plan year
    • Employees estimate annual expenses for the type(s) of FSA they’re enrolling in, and identify an annual election amount, not to exceed the federal maximum; enroll during open enrollment
    • Employers divide the annual election amount by the number of pay periods the employee has in the plan year to determine their per pay period deduction
  • During the plan year
    • Pre-tax contributions to the FSA are made through payroll
    • Employees pay for eligible expenses with the Voya debit card or by easily filing for reimbursement
  • At the end of the plan year
    • Employees review expenses for upcoming plan year and determine a new election amount
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Commuter Benefit Accounts

Voya’s Commuter Benefits help employees manage costs by setting aside pre-tax dollars each month to pay for eligible expenses related to their commute to and from work. Employees can choose to enroll in a parking and/or transit account.

And they can enroll effective for the first of any month and choose a monthly election amount not to exceed the federal maximum. The amount is deducted by the employer according to the employee’s payroll schedule. Election amount and balances roll over month to month and employees can change their election amount each month.

These tax-advantaged accounts are available in two different types:

  1. Transit Account: For qualified out-of-pocket mass transit expenses like commuter rail, buses, ferries, subways, vanpools and UberXShare and Lyft Shared rides
  2. Parking Account: For parking expenses at lots/garages/meters near place of employment or near mass transit facilities used to commute to work

How does it work? 

  • Employees estimate monthly cost for the commuter account(s) they’re enrolling in, not to exceed the federal maximum
  • Enroll effective for the first of any month choosing their monthly election amount, following the employer’s payroll cutoff deadline
  • Employer deducts monthly election according to the employee’s payroll schedule
  • Employees can change their monthly election amount or stop participating at any point
  • Employees use their Voya debit card to pay for transit expenses and parking expenses; they can also choose to file claims to be reimbursed for parking expenses.

Health Reimbursement Arrangements (HRAs)

Every HRA is constructed with similar features that benefit both employers and their employees. For employers, HRAs are a tool that can help them minimize effects of future retiree health care costs — and pre-funding reduces exposure to potential future cost increases.

Our administration includes claims review and processing — and employers can select a trust vehicle that meets their needs. For employees, they can take advantage of triple tax savings on their HRA contributions, earnings and distributions for qualified medical expenses.

Reimbursement for qualified medical expenses, including health, dental and vision, is available for participants, their spouse and eligible dependents. Plus:

  • There is no “use it or lose it” — employees can carry over any unused, accumulated assets into future years 
  • There are no age restrictions or penalties on payout for qualified medical expenses
  • Since contributions are held in trust, they are safeguarded from creditor claims

Our system and tools allow us to automate reimbursement for plan designs beyond a standard HRA. Claims are paid each business day via direct deposit or check — average turnaround time is 3-5 days.

Reimbursement options:

  • Weekly carrier claims feeds: Feeds in place currently with Aetna, AllWays Health Partners, Blue Business Administrators of MA, BCBSMA, Harvard Pilgrim Health Care, Health Plans, Inc., Tufts Health Plan, and we’re always looking to add more
  • Claims filing: Quickly file a claim and upload documentation through the portal or mobile app and it’s in our system in real time
  • Debit card: This may be an option for certain HRA plan designs, such as plans reimbursing all Section 213d expenses
Tuition reimbursement

Tuition Reimbursement

Voya provides full-service Tuition Reimbursement services through the use of software which automates interactive approvals between employees, their managers and Human Resources.

We can base the set-up components of our system to be completely tailored to a company’s Tuition Reimbursement Policy. In addition, we offer student loan debt benefit solutions that can be tailored to employee populations.


Ready to take the next step?

Talk to a Voya representative to start designing your HAS product plan today.

Health Account Solutions, including Health Savings Accounts, Flexible Spending Accounts, Commuter Benefits, Health Reimbursement Arrangements, and COBRA Administration offered by Voya Benefits Company, LLC (in New York, doing business as Voya BC, LLC). HSA custodial services provided by an approved HSA custodian as indicated in the applicable custodial agreement. For all other products, administration services provided in part by WEX Health, Inc.

This highlights some of the benefits of these accounts. If there is a discrepancy between this material and the plan documents, the plan documents will govern. Subject to any applicable agreements, Voya and WEX Health, Inc. reserve the right to amend or modify the services at any time.

The amount saved in taxes will vary depending on the amount set aside in the account, annual earnings, whether or not Social Security taxes are paid, the number of exemptions and deductions claimed, tax bracket and state and local tax regulations. Check with a tax advisor for information on whether your participation will affect tax savings. None of the information provided should be considered tax or legal advice.

Investments are not FDIC Insured, are not guaranteed by Voya Benefits Company, LLC (in New York, doing business as Voya BC, LLC), and may lose value. All investing involves risks of fluctuating prices and the uncertainties of return and yield inherent in investing. All security transactions involve substantial risk of loss.