by admin | Jun 11, 2026 | Blog
If your employer offers help paying for education, it’s often through something called a Qualified Educational Assistance Program (QEAP). But what exactly does that mean—and what can you have reimbursed?
This guide breaks it down in simple terms so you can take full advantage of this valuable benefit.
What Is a Qualified Educational Assistance Program?
A Qualified Educational Assistance Program (QEAP) is an employer-sponsored benefit that helps pay for your education. Under IRS rules, it allows your employer to provide tax-free education assistance up to $5,250 per year.
✅ What makes it special?
- You don’t pay federal income tax on eligible reimbursements (up to the limit)
- Your employer can cover a wide range of learning opportunities
- The education does not have to be job-related in most cases
What Expenses Can Be Reimbursed?
Depending on your company’s plan, a QEAP may cover:
- Tuition and required fees
- Books and course materials
- In some cases, student loan payments
✅ The education does not have to be related to your current job, so you have flexibility to pursue different interests or career goals.
What Is Not Covered?
Some expenses are not eligible, including:
- Meals, transportation, and lodging
- Most hobby or recreational courses (unless required for a degree or job-related)
- Supplies or equipment you can keep after completing the course (except textbooks)
Important Rules to Remember
- Up to $5,250 per year is tax-free
- Your employer may set requirements, such as:
- Getting course approval in advance
- Attending approved schools or programs
- Earning a minimum grade
Bottom Line
A QEAP is a valuable benefit that helps you save on education costs while growing your skills. To make the most of it, review your company’s specific rules and get any needed approvals before enrolling.
Source: Thomson Reuters
by admin | Jun 9, 2026 | Blog
June is Men’s Health Month—a time dedicated to raising awareness about preventable health issues and encouraging men to take proactive steps toward living healthier, longer lives. From routine screenings to mental health support, prioritizing wellness is essential. The good news? If you have a Flexible Spending Account (FSA), Health Savings Account (HSA), or Health Reimbursement Arrangement (HRA), you may already have tax-advantaged funds available to support your health journey.
Why Men’s Health Matters
Many common health risks for men—such as heart disease, high blood pressure, and certain cancers—can often be prevented or managed with early detection and lifestyle adjustments. However, studies consistently show that men are less likely than women to visit a doctor regularly or seek preventive care.
Men’s Health Month serves as a reminder to:
- Schedule annual physical exams
- Monitor key health metrics (blood pressure, cholesterol, glucose)
- Address mental health concerns
- Stay active and maintain a balanced diet
What Are FSA, HSA, and HRA Accounts?
Before diving into how these accounts can support men’s wellness, let’s break down what they are:
- FSA (Flexible Spending Account): Employer-sponsored account that allows you to set aside pre-tax dollars for eligible medical expenses.
- HSA (Health Savings Account): A tax-advantaged savings account available with high-deductible health plans; funds roll over year to year.
- HRA (Health Reimbursement Arrangement): Employer-funded account used to reimburse qualified healthcare expenses.
Each account helps you save money while investing in your health.
Eligible Men’s Health Expenses You Can Cover
Your FSA, HSA, or HRA can be used for a variety of services and products that directly support men’s health.
Preventive Care & Screenings
Early detection saves lives—and these accounts can help cover:
- Annual physical exams
- Prostate cancer screenings
- Colonoscopies
- Blood pressure monitoring
Fitness & Lifestyle Support
While gym memberships themselves may not always qualify, certain items and programs may be eligible with medical necessity:
- Weight-loss programs prescribed by a doctor
- Smoking cessation programs
- Nutritional counseling
Mental Health Services
Mental wellness is just as important as physical health. Eligible expenses may include:
- Therapy or counseling sessions
- Psychiatric services
- Telehealth mental health visits
Everyday Health Products
You can also use your funds for:
- Over-the-counter medications
- Pain relievers
- First-aid supplies
- Sunscreen (SPF 15+)
Pro Tips for Maximizing Your Benefits
Make the most of your FSA, HSA, or HRA this Men’s Health Month with these simple tips:
✅ Schedule checkups early: Don’t wait until the end of the year—stay proactive.
✅ Track your expenses: Use your plan’s portal or app to monitor spending and receipts.
✅ Know your deadlines: FSAs often have “use-it-or-lose-it” rules.
✅ Check eligibility: Not all items qualify—review your plan or use an eligibility tool.
Take Charge of Your Health Today
Men’s Health Month is the perfect opportunity to prioritize your well-being—and your FSA, HSA, or HRA makes it easier and more affordable to do so. Whether it’s scheduling a routine screening, addressing stress, or investing in healthier habits, every step counts.
Your health is one of your most valuable assets—make the most of it.
by admin | May 29, 2026 | Blog
The short answer is no, you don’t file a Form 5500 for the cafeteria plan itself. But you might have to file one for the specific benefits inside it.
Think of a cafeteria plan (a Section 125 plan) like a shopping cart. The cart itself doesn’t trigger tax or reporting rules—but the items you put inside the cart might.
Here is how it works in three simple steps.
1. The “Shopping Cart” is Free (The IRS Rule)
A cafeteria plan is just a tax structure that lets employees buy benefits using pre-tax dollars. The IRS suspended the rule requiring a Form 5500 for the plan structure itself. So, you can cross the cafeteria plan itself off your filing list.
2. Check the “Items” Inside (The DOL Rule)
While the cart is exempt, the Department of Labor (DOL) cares about the actual benefits you are funding through it. These are called component plans.
You need to look at each individual benefit you offer pre-tax, such as:
- Your group health insurance plan
- A Health FSA (Flexible Spending Account)
- Dental or vision insurance
3. The “Under 100” Rule (Who actually has to file?)
Most small businesses don’t have to file a Form 5500 because of a size exemption.
- If you have FEWER than 100 participants: You usually do not have to file a Form 5500 for your benefits, as long as they are paid out of the company’s general bank account or through an insurance company.
- If you have 100 or MORE participants: You must file a Form 5500 for that specific benefit (like your main health insurance plan).
> Note: “Participants” usually means employees signed up for the plan on the very first day of the plan year. You do not count their dependents (spouses or kids).
Summary Checklist for HR
- Count your heads: Did any of your pre-tax benefits have 100 or more employees enrolled on day one of the plan year?
- If NO: You are likely exempt from filing a Form 5500 entirely.
- If YES: You must file a Form 5500 for that specific benefit plan. You’ll do this electronically using the government’s online system, called EFAST2.
Pro-Tip: If you do have over 100 employees, ask your insurance broker about a “Wrap Document.” This combines all your different benefits into one single bundle so you only have to file a single Form 5500 instead of three or four separate ones.
Source: Thomson Reuters
by admin | May 14, 2026 | Blog
Yes—in many cases, you should. If an individual expects to receive COBRA coverage, even if they were never enrolled in your plan, you are generally required to provide a COBRA Notice of Unavailability explaining why they are not eligible.
When Is a Notice of Unavailability Required?
You must send this notice when:
- A qualifying event is reported, but the individual is not entitled to COBRA, or
- A request for a COBRA extension (disability or second event) is denied
Importantly, eligibility—not enrollment—doesn’t determine whether the notice is needed. If someone reasonably expected coverage, the notice applies.
Who Should Receive the Notice?
The notice must go to the individual expecting COBRA coverage, not necessarily the person who reported the event.
Example: If an employee reports a qualifying event for their child who was never covered, the child—not the employee—should receive the notice.
What Should the Notice Include?
The notice must be:
- Written in clear, easy-to-understand language
- A specific explanation of why COBRA is unavailable
- Tailored to the individual’s situation
Include:
- The qualifying event (or request)
- The reason coverage is denied (e.g., not enrolled in the plan)
- Contact information for questions
Timing Requirements
Provide the notice within 14 days after the plan administrator receives notice of the qualifying event or request—the same deadline as a COBRA election notice.
How Should It Be Delivered?
Use a method reasonably calculated to ensure receipt.
Best practice: send via first-class mail, though hand delivery and compliant electronic delivery are also acceptable.
Key Takeaway
Even if someone isn’t covered under your plan, you must send a COBRA Notice of Unavailability if they expected coverage. Doing so within the required timeframe helps ensure compliance and reduces potential risk for your organization.
Source: Thomson Reuters
by admin | May 12, 2026 | Blog
Summer is the perfect time to put your FSA or HSA funds to work. With sunshine, travel, outdoor activities, and heat-driven health concerns, many everyday summer essentials are actually eligible for reimbursement—saving you money while prioritizing your health.
To help you maximize your benefits before funds expire, here are the top five FSA- and HSA-eligible items to purchase this summer, all available through the FSA Store, along with tips on why they matter and how to use them.
1. Sunscreen (SPF 15+)
Why it’s essential:
Excessive sun exposure increases the risk of skin cancer and premature skin aging. Sunscreen is one of the most important summer health investments—and it’s FSA/HSA eligible as long as it provides SPF 15 or higher.
Best uses this summer:
- Beach and pool days
- Outdoor workouts or sports
- Hiking, travel, and everyday commuting
You’ll find mineral, reef-safe, sweat-resistant, and sensitive-skin options available.
👉 Shop FSA/HSA-eligible sunscreen:
https://fsastore.com/fsa-eligible/sunscreen
2. First Aid Kits & Supplies
Why it’s essential:
From scraped knees to blisters and minor burns, summer activities often bring minor injuries. A well-stocked first aid kit keeps you prepared whether you’re camping, traveling, or hosting backyard gatherings.
Eligible items include:
- Adhesive bandages
- Antiseptic wipes
- Burn relief
- Gauze and wound-care products
👉 Browse FSA/HSA-eligible first aid kits:
https://fsastore.com/fsa-eligible/first-aid
3. Allergy Relief Products
Why it’s essential:
Grass pollen, ragweed, and increased outdoor exposure make summer allergies a real challenge. Many over-the-counter allergy treatments are FSA/HSA eligible without a prescription, thanks to IRS rule updates.
Common eligible options:
- Antihistamines
- Nasal sprays
- Eye drops for allergy relief
👉 Shop FSA/HSA-eligible allergy relief:
https://fsastore.com/fsa-eligible/allergy-and-sinus
4. Pain Relief & Recovery Products
Why it’s essential:
Summer activities often mean more movement—and more strain. Whether it’s sore muscles from outdoor workouts, joint discomfort from travel, or minor aches from weekend projects, pain relief and recovery products are among the most practical ways to use FSA or HSA funds.
Common FSA/HSA-eligible options include:
- Over-the-counter pain relievers (acetaminophen, ibuprofen, aspirin)
- Knee, ankle, and wrist braces
- Compression wraps and supports
- Muscle and joint pain relief creams (medicated)
These items are ideal for athletes, travelers, and anyone staying active during warm weather.
👉 Shop FSA/HSA-eligible pain relief & recovery products:
https://fsastore.com/pain-relief-and-recovery/joint-and-muscle-pain
5. Motion Sickness & Travel Health Essentials
Why it’s essential:
Road trips, flights, cruises, and amusement parks peak during summer—and so does motion sickness. Many motion sickness treatments qualify for FSA or HSA reimbursement, helping travelers stay comfortable without extra cost.
Eligible summer favorites include:
- Motion sickness medications
- Wrist bands for nausea relief
- Anti-nausea remedies for travel-related discomfort
These products are especially useful for families, frequent travelers, and those planning long-distance vacations.
👉 Browse FSA/HSA-eligible motion sickness products:
https://fsastore.com/fsa-eligible/motion-sickness
Planning tip: Motion sickness items are often overlooked but can make a major difference in summer travel comfort—making them a smart, proactive FSA/HSA purchase.
Why Buying Summer Essentials With FSA or HSA Funds Makes Sense
Using pre-tax dollars through your Flexible Spending Account (FSA) or Health Savings Account (HSA) can reduce your out-of-pocket healthcare costs by up to 30%, depending on your tax bracket. Summer is an ideal time to stock up because:
- FSAs often have “use-it-or-lose-it” deadlines
- Summer health needs are predictable and recurring
- Many eligible items double as travel and family essentials
The FSA Store only sells products that are verified as FSA/HSA eligible, eliminating reimbursement guesswork.
👉 Start shopping all FSA/HSA-eligible products:
https://fsastore.com
Final Takeaway
If you’re wondering what to buy with your FSA or HSA funds this summer, start with essentials that protect your skin, manage allergies, prevent injuries, and support hydration. These purchases aren’t just eligible—they’re practical, preventative, and seasonally smart.
Stock up now, stay healthy all summer long, and make the most of every pre-tax dollar.
