Health Savings Accounts for Employers

To establish a HSA, your company must also offer a Qualified High Deductible Health Plan (QHDHP) to employees. See the FAQ at the bottom of the page for more information on eligibility.

We offer a selection of Saturna no-load mutual funds to meet a variety of investment objectives.

Asset-based Fee
Accountholders are not charged on investments held in a Saturna Capital managed mutual fund. Investments held in non-Saturna funds are charged an annual asset-based fee of 0.30% to start, but can be decreased with our breakpoint pricing.

Monthly Fee

We offer employers a choice of two peg balances (the minimum amount that must be held in the Saturna HSA Wallet before investments may be made) for their plan. The $500 peg plan has no fee associated, while the $0 peg plan has a fee of $2.00 per accounts below $5,000.

Investments in mutual funds are subject to ongoing expenses that shareowners pay indirectly. Please consult a fund's prospectus or summary prospectus for more details.

A Health Savings Account (HSA) offers your employees a tax-advantaged way to save and pay for qualified out- of-pocket healthcare expenses. The employee must be covered by a high-deductible health plan to be able to take advantage of an HSA. 

HSAs offer what is called a “Triple Tax Advantage”

1. Tax-Free Contributions: Contributions paid directly through your employer are made pre-tax, lowering your reportable W2 income. You can also make additional contributions from your personal checking/savings account, which can be deducted from your tax filing.
2. Tax-Free Earnings: Account holders do not pay income tax on any interest earned on the account balance or earnings from investing HSA dollars.
3. Tax-Free Withdrawals: If the qualifying medical expense was made after you established your HSA, you can use the funds in your HSA to reimburse yourself for out-of-pocket expenses without tax implications. There is no time limit to reimburse yourself for qualified medical expenses which means you can build tax-free earnings.

To be eligible to contribute into an HSA, you must participate in a Qualified High Deductible Health Plan (QHDHP) and not be enrolled in any other non QHDHP healthcare plan, which includes but is not limited to Medicare or TriCare. 

Contributions into your HSA can be made by you, your employer, or both. If you are unsure if you are enrolled in your company’s QHDHP, please check with your HR department or health insurance provider.

A qualified high deductible health plan is health insurance with deductible amounts that are greater than standard insurance plans. The monthly premiums for this type of health insurance are typically less expensive because employees agree to take on more of the upfront cost of medical care. For 2025, these deductibles are at least $1,650 for individual or $3,300 for family coverage. 

For additional clarification please check with your health care provider. 

The tax treatment of employer HSA contributions depends on how the business is incorporated. For sole proprietors, partnerships, and S-corporations, contributions to a partner’s HSA will be treated as a distribution to the partner and included in the partner’s income which may be deductible by the partner but not by the business (see IRS Notice 2005-8 for treatment of HSA contributions in exchange for guaranteed payments of services rendered for partners and two- percent shareholder employees of S-corporations). For larger corporations, employer contributions are treated as employer-provided coverage for medical expenses under an accident or health plan. 

Yes. Employers may make pre-tax contributions to their employee’s HSAs if they have a cafeteria plan in place that provides for HSA contributions. These contributions are not subject to withholding from wages for income tax or subject to FICA, FUTA or the Railroad Retirement Act. 

Yes. You can contribute to your employees’ HSAs. Plus, you save on payroll and FICA taxes through tax-deductible contributions. Keep in mind, total combined employer and employee contributions to an employee’s HSA can’t exceed the annual limit set by the IRS.

Competitive benefits package: Attract and retain talent by offering the low monthly premiums of a QHDHP, plus the flexibility and Triple Tax Advantage of an HSA.

Smarter benefits spending: In addition to saving monthly with a QHDHP’s lower premiums, you can also save on how much taxes your company pays each year. Employer contributions aren’t taxed, and there are possibilities for even greater tax savings, as well.

• Convenient way to pay for IRS-qualified medical expenses
• Account portability: employee keeps their HSA assets in the event of retirement or job/insurance change
• Doubles as an emergency fund — no deadline for reimbursement