Managing your benefits shouldn’t be complicated. With the NueSynergy Mobile App, you can submit claims, upload receipts, and track reimbursements right from your smartphone. No paperwork, no stamps, and no trips to the post office. Just a simple and convenient way to manage your benefits on the go.
Whether you have an FSA, HSA, or HRA, the NueSynergy Mobile App makes it easy to submit eligible expenses and keep track of your account anytime, anywhere.
Why Submit Claims Through the Mobile App?
Save Time
Instead of filling out paper forms and mailing receipts, you can submit a claim in just a few minutes using your smartphone.
Submit Claims Anywhere
At home, at work, or on the go, the NueSynergy Mobile App gives you access to your account whenever you need it.
Easily Upload Receipts
Have a receipt for a recent healthcare expense? Simply take a photo with your phone and upload it directly through the app. It’s that easy.
Track Your Claims
After submitting a claim, you can check its status directly within the app. You’ll always know where your claim stands without having to make a phone call or send an email.
Stay Organized
Keeping everything digital helps reduce paperwork and makes it easier to manage your healthcare expenses and benefit accounts throughout the year.
How to Submit a Claim
Submitting a claim with the NueSynergy Mobile App is simple:
Log in to the NueSynergy Mobile App.
Tap Claim.
Enter your expense information.
Take a photo of your itemized receipt or upload supporting documentation.
Review your information and submit.
That’s it! Your claim is sent electronically and can be tracked within the app.
Need Help Using the App?
If you’re new to the NueSynergy Mobile App or would like additional guidance, we’ve got you covered.
Our Mobile App Quick Reference Guide provides step-by-step instructions for:
Submitting claims
Tracking claim status
Viewing account balances
Managing account information
The guide is a great resource for both new and experienced users who want to get the most out of the app.
Prefer a quick walkthrough? Watch our short video, “How do I use the mobile app?”, on YouTube to get familiar with the app’s features in just a few minutes.
Simplify Your Benefits Experience
The NueSynergy Mobile App is designed to make benefits management easier. From submitting claims and uploading receipts to checking account information and tracking reimbursements, everything you need is right at your fingertips.
Skip the paperwork and enjoy a faster, more convenient way to manage your benefits.
Download the NueSynergy Mobile App today and discover how easy it is to submit claims, track reimbursements, and manage your benefits wherever you are. Available on iOS and Android devices.
The middle of the year is the perfect time to pause and check in on something important: your health.
Many people don’t think about their healthcare benefits until they need medical care. But your HRA, FSA, and HSA benefits can help you take a proactive approach to your well-being by covering a wide range of eligible healthcare expenses, preventive services, and routine health screenings.
If it’s been a while since you’ve reviewed your health, scheduled a preventive appointment, or checked your available account balances, now is a great time to make the most of the benefits available to you.
Why Mid-Year Is the Right Time for a Health Check-In
Preventive care is one of the most effective ways to maintain your health and identify potential concerns before they become more serious.
Whether it’s an annual physical, preventive screening, dental visit, eye exam, or another routine healthcare appointment, staying current on recommended care can help you:
Detect health concerns early
Better manage chronic conditions
Support long-term wellness
Avoid more costly healthcare expenses later
Improve your overall quality of life
Your healthcare benefits are designed to support these goals, making it easier and more affordable to prioritize your health throughout the year.
Use Your HRA, FSA, and HSA Benefits to Invest in Your Health
Many employees have access to healthcare spending accounts that can help reduce out-of-pocket costs for eligible medical expenses.
Health Savings Account (HSA)
An HSA allows eligible individuals to save and use pre-tax dollars for qualified healthcare expenses. Funds can typically be used for a variety of eligible medical, dental, and vision services, helping you manage healthcare costs while supporting your overall wellness.
Flexible Spending Account (FSA)
An FSA helps employees pay for eligible healthcare expenses using pre-tax funds. Using your FSA for preventive care, screenings, and other qualified expenses can help maximize the value of your healthcare benefits.
Health Reimbursement Arrangement (HRA)
An HRA is employer-funded and may reimburse eligible healthcare expenses based on your plan’s guidelines. Reviewing your HRA benefits can help ensure you’re taking full advantage of available healthcare resources.
Health Services You May Be Overlooking
Mid-year is a great opportunity to review whether you’ve completed important healthcare appointments and preventive services.
Consider whether you’ve scheduled:
Annual wellness visits
Preventive health screenings
Dental checkups
Vision exams
Recommended vaccinations
Follow-up appointments for existing health conditions
These services can play an important role in helping you maintain your health and may be eligible for reimbursement or payment through your HRA, FSA, or HSA.
Don’t Let Your Benefits Go Unused
Too often, employees leave valuable healthcare benefits on the table simply because they forget to use them.
Taking a few minutes to review your benefits now can help you:
Understand available healthcare resources
Plan upcoming appointments
Determine how much you have available in your HRA, FSA, or HSA
Budget for future healthcare expenses
Maximize your employee benefits before year-end
A proactive approach today can make a meaningful difference in your health and financial well-being tomorrow.
Make Your Health a Priority
Your healthcare benefits are more than just a safety net when you’re sick—they’re tools that can help you stay healthy all year long.
This mid-year reminder is the perfect opportunity to review your healthcare needs, schedule any overdue appointments, and make the most of your HRA, FSA, and HSA benefits. By investing in preventive care and routine health services, you’re investing in your future health and well-being.
Adding a High-Deductible Health Plan (HDHP) paired with a Health Savings Account (HSA) is a popular way for employers to enhance their benefits offerings. One common question that arises during implementation is whether employers must verify each employee’s eligibility before making HSA contributions.
Here’s what HR teams and employers need to know.
Are Employers Required to Verify HSA Eligibility?
The short answer: No—employers are not required to verify an employee’s HSA eligibility.
Instead, the responsibility largely falls on the employee. According to IRS guidance and informal commentary, employees are primarily accountable for ensuring they meet the eligibility criteria to contribute to an HSA.
✅What Employers Are Responsible For
While employers are not responsible for full eligibility verification, they must determine a few key factors:
Health Plan Coverage Employers must identify whether the employee is enrolled in:
A qualifying HDHP, or
A non-HDHP plan (such as a general-purpose FSA or HRA offered by the employer)
Employee Age This determines eligibility for catch-up contributions (age 55+). Employers may rely on employee-provided information for birthdates.
The “Reasonable Belief” Standard
Even though verification isn’t mandatory, employers must have a reasonable belief that their HSA contributions are excludable from the employee’s taxable income.
If this standard isn’t met:
Contributions may become subject to federal employment taxes
This includes income tax withholding and FICA
👉 In other words, while you don’t need to audit employees, you shouldn’t ignore obvious eligibility concerns either.
What Makes an Employee HSA-Eligible?
Employees enrolled in your HDHP are generally eligible to receive HSA contributions if they:
✅ Have no disqualifying coverage (e.g., coverage under a spouse’s non-HDHP plan)
✅ Are not enrolled in Medicare
✅ Cannot be claimed as someone else’s tax dependent
These factors are often outside the employer’s visibility, which is why the responsibility rests with employees.
💡 Best Practices for Employers
Even though verification isn’t required, many employers take proactive steps to reduce risk and educate employees:
✔️ 1. Use Employee Certifications
Ask employees to confirm that they meet HSA eligibility criteria. This helps:
Prevent improper contributions
Increase employee awareness
✔️ 2. Provide Educational Resources
Offer:
Simple eligibility checklists
Decision tools
FAQs about HSAs
✔️ 3. Communicate Clearly
Explain that:
Eligibility is the employee’s responsibility
Incorrect contributions could result in tax consequences
📊 Why This Matters
Making HSA contributions for ineligible employees can lead to:
Unexpected tax liabilities
Payroll correction issues
Administrative headaches
Taking light precautionary steps—like certifications and education—can go a long way in avoiding these problems.
✔️ Key Takeaway
Employers do not need to verify HSA eligibility, but they must:
Ensure proper plan classification
Maintain a reasonable belief in tax exclusion
A balanced approach—combining minimal oversight with employee education—helps protect both the organization and its workforce.
If you’re planning to roll out an HDHP/HSA option, putting a simple process in place now can save time, cost, and confusion later.
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.
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).
