There are two types of FSAs—Health Care and Dependent Care—and both offer a great way to save money by allowing you to contribute pre-tax dollars into an account (avoiding federal and state income tax, as well as FICA) that you can use to pay for eligible expenses. How much you save depends on how much you spend on health care and dependent care each year and on your tax bracket. But using an FSA to pay out-of-pocket costs on eligible expenses such as copays, deductibles and daycare related expenses, can save on your taxes each year.
The maximum amount you can contribute to a Health Care FSA in 2021 is $2,750 (amount subject to change pending IRS regulations). In addition, you may roll over up to $550 of unused funds in your Health Care FSA. This is a great feature. It means that you are less likely to forfeit unused funds at year’s end, or be forced to “spend down” your account on non-essentials. And, you do not have to try to precisely predict out-of-pocket medical expenses a whole year in advance. The $550 rollover does not count toward the annual maximum contribution amount. You will still want to think carefully about how much you contribute to a Health Care FSA. While you can roll over up to $550 of unused funds, you will lose any amount over $550 not incurred by Dec. 31 if you don’t claim it by the filing deadline of Apr. 30 of the following plan year.
The maximum amount you can contribute to a Dependent Care FSA is $5,000–per household. You will want to be even more careful about deciding how much to set aside in a Dependent Care FSA, because no rollover is permitted if you don’t claim all your funds by the filing deadline of Apr. 30 of the following plan year.
Make sure to review the special exceptions for FSAs for calendar year 2020 by viewing HR’s COVID-19 FAQ page.
The Health Care FSA can be used to pay for eligible health care expenses such as copays, deductibles, prescription drugs and over-the-counter medications (with a prescription), dental exams and treatment, eyeglasses, contact lenses and sunglasses (with a prescription). You can use your Health Care FSA to pay for health care expenses for your family members, too–whether or not they are covered by your health insurance–as long as they are your tax dependent.
If you have to pay for daycare and related expenses for a dependent child or adult so that you and your spouse/domestic partner can work or attend school, you can use a Dependent Care FSA.
Yes. If you elect a Health Care FSA, you can spend the funds on expenses for yourself, your spouse and your children, or other individuals that you claim as dependents on your tax return. Neither you nor your family members need to be enrolled in the Syracuse University health plan, or even enrolled in the same health plan.
If you elect a Dependent Care FSA, you can spend the funds on care for a child under the age of 13, or for an adult dependent that you claim on your tax return. Dependent care expenses are eligible if they are incurred so that you can work, search for work or attend school full-time in lieu of working.
Eligible Health Care Items and Services
Services and products that are medically necessary to treat a specific condition are usually considered eligible health care expenses. Cosmetic or non-medical expenses are not eligible. Over-the-counter items do not need a prescription in order to be considered a reimbursable expense. Some services may require a letter of medical necessity from your doctor. Only the portion of the cost not covered by other insurance is eligible for reimbursement.
The Health Equity/WageWorks website has a searchable database of eligible health care expenses.
Common Health Care Expenses
- Prescriptions for almost any medical condition
- Over-the-counter health care products like allergy medicine, antacid, antibiotics and aspirin, without a doctor’s prescription
- Copays and deductibles
- Dental care, both preventive and restorative
- Orthodontia, child and adult
- Vision care, including exams, eyeglasses (including prescription sunglasses) and contact lenses
- Laser vision correction
- Physical therapy
- Counseling and psychology
- Chiropractic care, acupuncture and some other alternative treatments
- Band-aids, menstrual care products, SPF-15 and above sunscreen, air-activated heat wraps, cooling headache pads, digital thermometers, first aid kits, contact lens solution, instant cold compresses, ankle brace and reading glasses.
Eligible Dependent Care Services
These accounts reimburse the cost of care for your qualifying child (under age 13) or other qualifying dependent, while you work or which enables you to work. Your care provider must provide his/her Social Security or Tax ID number. Care may be provided by a family member such as a parent or grandparent, but an FSA will not reimburse care provided by someone who is your tax dependent (such as an older child watching a younger child).
The Health Equity/WageWorks website has a searchable database of eligible dependent care expenses.
Common Dependent Care Expenses
- Babysitting or au pair services
- Before/after-school programs
- Day care and nursery schools
- Summer day camp
- Preschool programs
- Elder care services
Ineligible Dependent Care Expenses
- Private school tuition (kindergarten and up)
- Sports registration fees
- Sleep-away camp
I’d love to save on taxes, but I don’t want to have to deal with the paperwork to submit my health care receipts. Isn’t there an easier way to get reimbursed?
If you elect a Health Care FSA, you can enroll in an automatic reimbursement* option. Generally, the amount you pay out-of-pocket for the services covered through Syracuse University’s plans, including medical, prescription, dental or vision claims, is forwarded from our claims administrators to HealthEquity/WageWorks for automatic reimbursement to you.
Reimbursement is, on average, made within three weeks, and you can set up direct deposit if you wish. You will not have to submit receipts or complete claim forms to receive reimbursement from your Health Care FSA for these expenses if you elect this option. Check the box to enroll in automatic reimbursement when you indicate your Health Care FSA contribution amount in MySlice during Open Enrollment, or contact HR Shared Services at 315.443.4042 any time during the year to request this feature.
The only expenses you would need to submit to HealthEquity/WageWorks would be for over-the-counter prescription costs, or other expenses that are not processed by the University’s benefit plans.
Health care expenses for all your covered dependents will also be automatically reimbursed, however, you should not choose the automatic reimbursement if you cover a domestic partner through the University’s plans because the IRS does not permit FSA reimbursement of domestic partner expenses if they do not qualify as your dependent for federal income tax purposes.
*Automatic reimbursement is not available for Dependent Care FSA.
How do I submit expenses if I don’t choose the Health Care FSA automatic reimbursement option, or for Dependent Care FSA expenses?
There are three alternative methods you can use to submit your claims for reimbursement:
- The EZ Receipts app on your mobile device—use this free app for Apple or Android devices to take a photo of your receipt, upload it and file your claim with a few swipes.
- Submit an online claim—scan a copy of your receipt and submit your claim on the Health Equity/WageWorks website.
- Mail or fax a paper claim [PDF] to Health Equity/WageWorks.
Submitting your claim electronically eliminates the need to save paper receipts. Set up direct deposit of your reimbursements with Health Equity/WageWorks to get your money even faster and avoid the hassle of taking a paper check to the bank.
Every effort has been made to ensure that the information contained within this website is accurate. However, benefits are governed by legal documents (which, in certain circumstances, may include insurance contracts). If there is any difference between the information on this website and the official documents, the official documents will control. As is the case with all of Syracuse University’s benefit plans, the University reserves the right to modify or terminate these benefits at any time.