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.
The IRS has released the 2027 cost-of-living adjusted limits for Health Savings Accounts (HSAs) and High-Deductible Health Plans (HDHPs). Changes to these limits will take effect January 2027.
HSA Contribution Limits: The 2027 limit is $4,500 for individuals with self-only HDHP (up from $4,400 in 2026), and $9,000 for individuals with family HDHP coverage (up from $8,750 in 2026).
HSA Catch-Up Contribution: Individuals age 55 and older can contribute an additional $1,000 catch-up contribution annually. This amount remains unchanged for 2027.
HDHP Minimum Deductibles: The 2027 deductible is $1,750 for self only HDHP coverage (up from $1,700 in 2026), and $3,500 for family HDHP coverage (up from $3,400 in 2026).
HDHP Out-of-Pocket Maximums: The 2027 limit, including deductibles, copayments, and coinsurance, is $8,700 for self-only HDHP coverage (up from $8,500 in 2026), and $17,400 for family HDHP coverage (up from $17,000 in 2026).
EBHRA (Expected Benefit HRA) Contribution Limit: The 2027 maximum amount is $2,250 (up from $2,200 in 2026).
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.
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.
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.
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.
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.
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.
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.
Smart HRA, FSA, and HSA Tips to Lower Healthcare Costs
Maximizing your employee health benefits is one of the smartest financial moves you can make each year. Yet many employees enroll in Health Reimbursement Arrangements (HRAs), Flexible Spending Accounts (FSAs), and Health Savings Accounts (HSAs) without fully using the money available to them.
When used strategically, these benefits can significantly reduce out‑of‑pocket healthcare costs, improve cash flow, and even support long‑term financial planning.
This guide shares practical, real‑world tips to maximize your HRA, FSA, and HSA in 2026—so you don’t leave money on the table.
Understanding the Difference Between HRA, FSA, and HSA
Before spending, it’s important to understand how each health benefit account works and what it’s designed to cover.
Health Reimbursement Arrangement (HRA)
An HRA is an employer‑funded account that reimburses employees for eligible medical expenses. Employees do not contribute, and eligible expenses vary by plan.
Flexible Spending Account (FSA)
An FSA allows employees to contribute pre‑tax dollars for qualified healthcare expenses. Many FSAs are subject to a use‑it‑or‑lose‑it rule, making planning essential.
Health Savings Account (HSA)
An HSA is a tax‑advantaged savings account available to employees enrolled in a high‑deductible health plan (HDHP). HSAs offer long‑term savings potential and roll over year after year.
Knowing how these accounts differ is the first step in maximizing your health benefits.
How to Use Your HRA to Reduce Medical Expenses
If your employer offers an HRA, it can dramatically reduce your out‑of‑pocket healthcare costs—especially early in the plan year.
Common HRA‑eligible expenses include:
Primary care and specialist visits
Prescription medications
Diagnostic tests and lab work
Mental health therapy and counseling
Physical therapy or chiropractic care
Because HRAs are employer‑funded, using them is like using money your employer has already allocated for your care. Always review your plan’s eligibility guidelines.
Smart Ways to Spend Your FSA Before Funds Expire
A Flexible Spending Account (FSA) helps lower taxable income, but unused funds may be forfeited if not spent by your plan’s deadline.
As Q1 comes to a close, employers are taking a closer look at their benefits to see what’s working, what’s not being used, and how to better support employees. With rising costs and evolving expectations, benefits strategies are shifting toward flexibility, personalization, and real utilization—especially when it comes to FSAs, HSAs, HRAs, and LSAs.
Why Utilization Matters
Unused benefits don’t just represent wasted spend—they reduce the perceived value of a company’s total rewards package. When employees don’t understand how to use their benefits or don’t see how they apply to their lives, engagement suffers.
That’s why employers are using Q1 as a checkpoint to reassess how well their benefits are actually performing.
How Employers Can Analyze Their Benefits
A smarter benefits strategy starts with data. Employers can begin by reviewing:
Enrollment vs. usage: Are employees signing up for FSAs, HSAs, HRAs, or LSAs—but not spending the funds?
Average balances and reimbursements: Do accounts sit unused or spike only at year-end?
Employee demographics and life stages: Are benefits aligned with workforce needs like caregiving, wellness, or long-term savings?
Employee feedback and questions: What benefits cause confusion or go unused year after year?
This analysis helps identify gaps in education, communication, or relevance—and highlights opportunities to redesign benefits for better outcomes.
The Shift Toward Personalized Benefits
One-size-fits-all benefits no longer meet the needs of today’s workforce. Employers are increasingly offering a mix of accounts so employees can choose what fits them best:
FSAs for predictable healthcare or dependent care expenses
HSAs for long-term healthcare and retirement savings
HRAs to complement health plans with targeted reimbursements
LSAs for lifestyle, wellness, and everyday flexibility
Personalized benefits lead to higher engagement and stronger employee satisfaction.
The Q1 Takeaway
Benefits that are easy to understand, relevant, and flexible are the ones that get used. And benefits that get used create happier employees and stronger retention.
As employers move into Q2, those who regularly analyze benefits performance—and adjust accordingly—will see the greatest value from their investment.
