A Health Reimbursement Arrangement (HRA) is a tax-advantaged account that employers can offer to their employees to help them pay for qualified medical expenses. HRAs are funded by employer contributions and can be used to reimburse employees for a variety of expenses, including deductibles, copayments, and coinsurance.

To be eligible for an HRA, employees must be enrolled in a high deductible health insurance plan (HDHP). An HDHP is a health insurance plan with a deductible of at least $1,400 for individuals and $2,800 for families.

The contribution limits for HRAs are $7,000 for individuals and $14,000 for families in 2023.

HRAs can be used to reimburse employees for a variety of expenses, including medical expenses, dental expenses, vision expenses, prescription drug expenses, over-the-counter drug expenses, medical supplies, hospitalization expenses, surgery expenses, and doctor's visits.

Employees can access their HRA funds through a debit card, a check, or a reimbursement request form.

HRAs offer a number of tax advantages. Employer contributions to HRAs are tax-deductible, employee contributions to HRAs are tax-free, and HRA distributions are tax-free.

HRAs have a number of disadvantages. They are only available to employees who have a high deductible health insurance plan (HDHP), they have contribution limits, and they can be complex to administer.

HRAs and FSAs are both tax-advantaged accounts that can be used to reimburse employees for qualified medical expenses. However, there are a few key differences between the two accounts. HRAs are only available to employees who have a high deductible health insurance plan (HDHP), while FSAs are available to all employees. HRAs have higher contribution limits than FSAs, and HRAs can be used to reimburse employees for a wider range of expenses than FSAs.

HRAs and HSAs are both tax-advantaged accounts that can be used to reimburse employees for qualified medical expenses. However, there are a few key differences between the two accounts. HRAs are funded by employer contributions, while HSAs are funded by employee contributions. HRAs have higher contribution limits than HSAs, and HRAs can be used to reimburse employees for a wider range of expenses than HSAs.

There are a number of recent trends in HRAs. The use of HRAs is increasing, employers are offering HRAs with higher contribution limits, and HRAs are being used to reimburse employees for a wider range of expenses.

HRAs face a number of challenges, including the complexity of administering HRAs, the high cost of HRAs, and the lack of awareness of HRAs among employees.

The future of HRAs is bright. The use of HRAs will continue to grow, employers will offer HRAs with even higher contribution limits, and HRAs will be used to reimburse employees for an even wider range of expenses.

There are a number of best practices for employers who offer HRAs. These include communicating the HRA to employees clearly and effectively, making it easy for employees to access their HRA funds, and offering HRAs with high contribution limits.

There are a number of best practices for employees who have HRAs. These include contributing the maximum amount to their HRA, using their HRA funds to reimburse themselves for qualified medical expenses, and keeping track of their HRA expenses.