Across most indus­tries, HSA con­tri­bu­tions are, for the most part, down or unchanged from three years ago, accord­ing to UBA’s Health Plan Sur­vey. The aver­age employ­er con­tri­bu­tion to an HSA is $474 for a sin­gle employ­ee (down 3.5 per­cent from 2015 and 17.6 per­cent from five years ago) and $801 for a fam­i­ly (down 9.2 per­cent from last year and 13.7 per­cent from five years ago). Gov­ern­ment and edu­ca­tion employ­ers are the only indus­tries with aver­age sin­gle con­tri­bu­tions well above aver­age and on the rise.

Gov­ern­ment employ­ees had the most gen­er­ous con­tri­bu­tions for sin­gles at $850, on aver­age, up from $834 in 2015. This indus­try also has the high­est employ­er con­tri­bu­tions for fam­i­lies, on aver­age, at $1,595 (though that is down from 1,636 in 2015). Edu­ca­tion­al employ­ers are the next most gen­er­ous, con­tribut­ing $636, on aver­age, for sin­gles and $1,131 for families.

Sin­gles in the accommodation/food ser­vices indus­tries received vir­tu­al­ly no sup­port from employ­ers, with aver­age HSA con­tri­bu­tions at $166. The same is true for fam­i­lies with HSA plans in the accommodation/food ser­vices indus­tries with aver­age fam­i­ly con­tri­bu­tions of $174.

Retail employ­ers also remain among the least gen­er­ous con­trib­u­tors to sin­gle and fam­i­ly HSA plans, con­tribut­ing $305 and $470, respec­tive­ly. This may be why they have low enroll­ment in these plans.

HSA Plans by Industry

The edu­ca­tion ser­vices indus­try has seen a 109 per­cent increase in HSA enroll­ment since 2013 (aid­ed by employ­ers’ gen­er­ous con­tri­bu­tions), cat­a­pult­ing the indus­try to the lead in HSA enroll­ment at 23.8 per­cent. The professional/scientific/tech and finance/insurance indus­tries fol­low close­ly at 23.3 per­cent and 22.1 per­cent, respectively.

The mining/oil/gas indus­try sees the low­est enroll­ment at 3.8 per­cent. The retail, hotel, and food indus­tries con­tin­ue to have some of the low­est enroll­ment rates despite the preva­lence of these plans, indi­cat­ing that these indus­tries, in par­tic­u­lar, may want to increase employ­ee edu­ca­tion efforts about these plans and how they work.

For a detailed look at the preva­lence and enroll­ment rates among HSA and HRA plans by group size and region, view UBA’s “Spe­cial Report: How Health Sav­ings Accounts Mea­sure Up”.

Bench­mark­ing your health plan with peers of a sim­i­lar size, indus­try or geog­ra­phy makes a big dif­fer­ence in deter­min­ing if your plan is com­pet­i­tive. To com­pare your exact plan with your peers, request a cus­tom bench­mark­ing report.

For fast facts about HSA and HRA plans, includ­ing the best and worst plans, aver­age con­tri­bu­tions made by employ­ers, and indus­try trends, down­load (no form!) “Fast Facts: HSAs vs. HRAs”.

For a com­pre­hen­sive chart that com­pares eli­gi­bil­i­ty cri­te­ria, con­tri­bu­tion rules, reim­burse­ment rules, report­ing require­ments, pri­va­cy require­ments, applic­a­ble fees, non-dis­crim­i­na­tion rules and oth­er char­ac­ter­is­tics of account-based plans, request UBA’s Com­pli­ance Advi­sor, “HRAs, HSAs, and Health FSAs – What’s the Dif­fer­ence?”.

Orig­i­nal­ly pub­lished by www.ubabenefits.com