BASE^® Blog

The Lifestyle Spending Account (LSA) is one of the most flexible fringe benefits an employer can provide their employees.  It has a positive impact on both employer and employees, helping to reduce stress, increase morale and productivity, and encourage healthy behaviors.  And with only 33% of employees feeling that their well-being was thriving, according to Gallup, the LSA looks to be a benefit that can help fill the gap.

The BASE® LSA is a customized post-tax spending account available to employers who want to promote healthy habits and the overall well-being of their employees.  Rather than invest in another well-being initiative that employees may or may not use, employers can help subsidize a variety of services, products, or experiences to fit employees’ very different lifestyles. As employers are in the process of reviewing benefits for the 2024 plan year, the LSA can be a great addition and even address employees’ desire for higher compensation without permanently increasing base pay.

The LSA is completely customizable by the employer.  The employer can decide how much they want to provide their employees on a post-tax basis, how they want to reimburse their employees, and what eligible expenses will be reimbursed to provide employees with the flexibility to pay for expenses that meet their lifestyle and interests.

Some things for an employer to consider as they look at adding a Lifestyle Spending Account to their 2024 benefit options:

• What benefits do they currently offer that could be considered part of an overall lifestyle program (ex. adoption assistance) and what could add to this?
• What do their employees and potential employees care about?
• What types of behavior do they want to influence in their employees?

With so many generations in the workforce in 2024, there are a lot of employees with varying needs, especially when it comes to health and wellness.  Employers can utilize the LSA to meet the needs of everyone, no matter their stage of life, age, or circumstances, and is designed to improve the overall well-being or lifestyle.

Explore the option of adding the Lifestyle Spending Account for the 2024 plan year by contacting BASE® at 1.888.386.9680 or visiting www.BASEonline.com.

Share on Facebook Share on Twitter Share on LinkedIn

With the increase in health insurance premiums, health care costs, dental and vision expenses, and dependent care, many employees are looking to their employers to provide the opportunity to offset these costs.  One of the easiest, and most underused employee benefits that an employer can offer their employees is the Section 125 Cafeteria Plans. 

The 125 Cafeteria Plans allow for employees to withhold a portion of their salary on a pre-tax basis to pay for their qualified expenses.  The 4 options are the Premium Only Plan (POP), Flexible Spending Account (FSA), Limited Purpose FSA (LPFSA), and Dependent Care Assistance Plan (DCAP). 

The options available through the BASE® 125 Cafeteria Plans allow employers to customize benefits and save money.  It allows employees to pay for their portion of their health care premiums, their out-of-pocket health care, dental, and vision expenses, and employment-related dependent care costs. 

The 125 Cafeteria Plan options provide access to quality benefits, while providing a variety of affordable choices that stand alone or compliment any health insurance plan in place.  Employers can offer their employees one, or all of the above options.

Premium Only Plan (POP).

Both employers and employees benefit from this IRS-approved change in an employer’s payroll process to deduct the employee portion of the employer-sponsored benefit premiums on a pre-tax basis, rather than paying with post-tax dollars. 

Flexible Spending Account (FSA).

There isn’t a year that goes by that an individual, or someone in their family, doesn’t have out-of-pocket health care expenses.  Why not use the funds that were put aside on a tax-free basis to pay for copays, prescriptions drugs, OTC medication, and more. 

Limited Purpose Flexible Spending Account (LPFSA).

Health Savings Accounts (HSAs) have been growing in popularity for more than just paying for out-of-pocket health care expenses.  Why not pair the HSA with an LPFSA and put aside funds on a pre-tax basis to pay for dental and vision expenses while saving more in the HSA for bigger health care expenses or for the future. 

Dependent Care Assistance Plan (DCAP).

Dependent care can take up to 20% of a family’s annual income, making it one of the biggest expenses a family can face.  Why not use the funds that were put aside on a tax-free basis while an employee works to pay for employment-related dependent care expenses. 

Not only do the various 125 Cafeteria Plan options save the employer valuable tax money each year and increase an employee’s take-home pay, it also is a great tool to help attract and retain employees, and help employees save 25-40% in taxes on every dollar they elect. 

For more information on the BASE® Section 125 Cafeteria Plan, contact BASE® at 888.386.9680 or visit www.BASEonline.com. 

Share on Facebook Share on Twitter Share on LinkedIn