Employee leaves, whether for maternity/paternity reasons, bereavement, disability, mental health, or any other reason, are important elements in a workplace that supports its employees' family lives.
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Unlike certain benefits that follow specific regulatory guidelines, HSAs offer employers the liberty to establish internal protocols based on HR preferences.
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Photo by Anna Shvets
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When employees go on leave, employers have the freedom to decide whether to extend HSA benefits to employees on leave, and this decision often lands on internal HR policies.
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Some companies may choose to maintain HSA contributions for employees on maternity leave or extended breaks, while others may not offer this benefit during periods of absence. This flexibility allows companies to align HSA management with their overall employee benefits strategy.
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For employers choosing not to extend HSA benefits during employee leave, our temporary account lock option provides a practical solution. This allows HR departments to efficiently manage HSA accounts by preventing claims during the leave period. To initiate this process, please open a live chat or reach out to us via email at support@getmyhsa.com and we'd be more than happy to assist you!
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