Flexible Spending Account (FSA)
Penn State’s healthcare and dependent care flexible spending accounts (FSA) are managed through HealthEquity. Each year the IRS determines the maximum contributions allowed to each FSA. The below chart outlines those maximums for the current plan year.
| Health Care FSA | $3,300 annually (minimum $120 annually) |
| Dependent Care FSA | $5,000 per household annually $2,500 for married individual filing taxes separately (minimum $120 annually) |
IRS Allowable Rollover:
Health Care FSAs – Employee may
- Carry-over $640 of 2024 into 2025 if enrolled for 2025 and if actively employed through the end of April 2025.
- Carry-over funds are not available until after the claim submission period ends on March 31, 2025.
- Carry-over $660 of 2025 into 2026 if enrolled for 2026 and if actively employed through the end of April 2026.
- Carry-over funds are not available until after the claim submission period ends on March 31, 2026.
*Employee MUST ELECT THE FSA FOR THE NEXT PLAN YEAR IN ORDER TO RECEIVE THE CARRY-OVER as outlined above*
Health Care FSA
Flexible Spending Account Pre-Tax Benefit Summary Plan Document
Flexible Spending Account Frequently Asked Questions
If you elect the Lion Traditional Plan, or do not elect either Penn State health plan, you have the option to enroll in a health care FSA, managed through My HealthEquity. Contributions made to the health care FSA are tax free. Funds contributed must be used in the same plan year for Eligible Health Care Expenses. Also helpful, is an additional list from HealthEquity regarding Non-Qualifying Medical Expense List. See Health Care FSA flyer for more information.
Elections to participate in the health care FSA must be made each year during the annual benefits open enrollment period. Elections cannot be changed unless there is a qualifying life event, such as marriage, divorce, birth of a child, adoption, etc. If you experience a qualifying life event that allows an FSA change, please submit your change request via Workday within 31 days of the date of the event.
- Funds may be used to pay for out-of-pocket medical, prescription, dental, and vision care expenses for the enrolled employee and their eligible dependents.
- Unused funds of up to $640 (for 2024 into plan year 2025) in a health care FSA may be carried over to the following plan year provided you re-enroll in the healthcare FSA benefit for the following year and remain an active employee beyond the claim submission run out period of March 31 of each plan year. Carry-over funds will not be available for use until the end of April each plan year.
- The health care FSA acts like an up-front loan; entire elected amount is available to the start of the new plan year. Penn State’s plan year runs from January 1 through December 31.
- If you terminate University employment, including retirement, or you change from a full-time position to a part-time position, your FSA elections will be cancelled. Reimbursements will be limited to expenses incurred up to and including your termination date. You will have 90 days from your termination date to submit requests from the period of your participation.
- In order to view your spouse and/or over age 18 children’s claims details on the HealthEquity website and mobile app, you are required by HealthEquity to complete a HIPAA form. After the form is on file with HealthEquity, all claim details will populate to your account. If you have any questions regarding their policy, please contact HealthEquity at 866-346-5800.
- Postdoctoral SCHOLARS are ELIGIBLE for the Health Care and Dependent Care Flexible Spending Account (FSA). Postdoctoral FELLOWS are NOT ELIGIBLE for either FSA.
The IRS allows spouses to each elect the contribution maximum, provided they are not enrolled in a qualified high deductible plan (like Penn State’s Lion Advantage HSA Plan).
If you have a remaining balance of in your health care FSA by the end of the current plan year, Penn State has a carry-over provision that allows you to carry into the next plan year, however, you MUST re-enroll during Benefits Open Enrollment for the following benefit year to receive any carry-over funds and remain an active employee through the period in which the carry-over is applied to your account (mentioned above through the end of April). The carry-over provision WILL NOT apply if you choose to enroll in the Lion Advantage HSA plan for the next plan year.
If two Penn State employees are married and have elected FAMILY coverage under the Lion Advantage HSA plan, a Health Care Flexible Spending Account (FSA) cannot be opened under either employee's name. In addition, if you are the Penn State employee and your spouse is employed elsewhere and enrolled in a high-deductible health plan with an HSA, a Health Care Flexible Spending Account cannot be opened by either employee. The IRS does not permit use of a health care FSA when enrolled in an HSA. However, the Dependent Care FSA is available to either employee up to the IRS limit.
Dependent Care Flexible Spending Account (FSA)
You have the option to enroll in a dependent care FSA, managed through My HealthEquity, regardless of which Penn State health plan you participate in, or whether you participate in a Penn State health plan at all. Contributions made to a dependent care FSA are taken before federal taxes from your paycheck. Funds contributed must be used within the same plan year for Eligible Dependent Care Expenses. Also helpful, is an additional list from HealthEquity regarding Non-Qualifying Medical Expense List. See Dependent Care Flexible Spending Account flyer for more information.
Note: Dependent FSA's can be used for work-related daycare for dependents up to the age of 13, nursery school, or adult daycare service of an eligible tax dependent. They are NOT for a dependents' medical expenses.
Elections to participate in the dependent care FSA must be made each year during the annual benefits open enrollment period. Elections cannot be changed unless there is a qualifying life event, such as marriage, divorce, birth of a child, adoption, change in day care cost, etc. If you experience a qualifying life event that allows a dependent care FSA change, please submit your change request via Workday within 31 days of the date of the event.
Features:
- Allows employees to set aside pre-tax funds to reimburse work-related, day care expenses for eligible dependents.
- Day care expenses include child day care and elder care.
- Funds must be in the dependent care FSA before they may be used.
The dependent care FSA contribution maximum for calendar year 2025 is $5,000 per household annually (minimum $120 annually). The IRS does not allow for spouses to each elect the contribution maximum, as the maximum is only allowed per household.
Spousal Access to FSAs
In order for your spouse to submit for reimbursement of eligible FSA expenses, please be sure to contact HealthEquity by calling 866-346-5800 or complete the Account Authorization Form and fax or email to HealthEquity.
Changes to your Account
Updates may be made to either flexible spending account when you experience a Qualifying Life Event change such as: marriage, birth, adoption, etc. To do so, please visit Workday via the WorkLion portal.