Individual Coverage HRA (ICHRA): Employer-funded arrangement to reimburse employees’ premiums and out-of-pocket costs for individual (nongroup) health plans. Funds are tax-free to employees. Employers set contribution limits per class of employees. Employees must maintain qualifying individual coverage

Qualified Small Employer HRA (QSEHRA): For small employers (<50 full-time workers) without a group plan. Employers reimburse employees' qualified medical expenses (premiums, copays, etc.) tax-free up to set limits (e.g., ~$6,000 for a family in 2024). Employees must have minimum essential coverage (ACA) to receive tax-free reimbursements. Employers not subject to large-employer mandate (<50 FTE) may use QSEHRA.

Health Reimbursement Arrangement (HRA – general): An employer-funded, tax-advantaged account to reimburse employees for approved medical, dental, and vision expenses. The employer decides which expenses are covered (commonly deductibles, coinsurance). Reimbursements are tax-free; unused funds generally stay with the employer. Unlike FSAs, HRAs have no IRS dollar limit (employer sets funding). HRAs are not portable if the employee leaves unless the employer provides post-termination benefits.

Retiree Funded HRA (Retiree FHRA): An HRA for retired employees. Retirees contribute (or have contributions deducted) into the account to pay for medical/dental/vision expenses in retirement. This is tax-advantaged (the employer sets it up as a Section 105 plan), so reimbursements for qualified health expenses are tax-free. It’s essentially an IRS-sanctioned way for retirees to save tax-free healthcare costs in retirement.

Health Savings Account (HSA): A tax-advantaged savings account for medical expenses. Employees and/or employers contribute (pre-tax or tax-deductible) up to IRS limits (e.g. ~$4,150 individual in 2024) into an HSA if enrolled in a high-deductible health plan (HDHP). Funds grow tax-free and roll over year-to-year. Distributions are tax-free for qualified medical expenses. Unused balances belong to the employee indefinitely. Contributions and distributions require HDHP eligibility and no other disqualifying coverage

Healthcare Premium Reimbursement Arrangement (NESP): A Premium Reimbursement Account or Premium-Only Plan. Employees can use pre-tax payroll deductions (through this account) to pay their share of health, dental, or vision insurance premiums. It allows insurance premiums to be paid with pre-tax dollars, reducing taxable income. (Often implemented via a Section 125 Premium Only Plan; “NESP” stands for Non-Employee Salary Premium or similar.) This is tax-advantaged because employee contributions to premiums are made pre-tax

Flexible Spending Account (FSA) – Healthcare FSA: A pre-tax account funded by salary reduction to cover eligible medical, dental, and vision costs (copays, deductibles, prescriptions Contributions (up to ~$3,050 in 2024) reduce taxable income. Generally, must be used by year-end or forfeited (some plans allow a negligible carryover or grace period). Not compatible with HSA.

Limited Purpose FSA (LPFSA): Like a Healthcare FSA but limited to dental and vision expenses. Because it excludes general medical costs, employees can contribute to an LPFSA while funding an HSA (which prohibits a general medical FSA). LPFSA contributions are pre-tax, with similar use-it-or-lose-it rules.

Dependent Care FSA: A pre-tax account for child or elder care expenses. Employees contribute (pre-tax) to cover eligible daycare costs for children under 13 or adult dependents (e.g. nursery school, summer camps, elder daycare). Contributions up to $5,000 per year ($2,500 if married filing separately) are allowed (2024 limit). Reimbursements must be for work-related care expenses so the employee (and spouse) can work or look for work

Lifestyle Reimbursement Account: A flexible, employer-funded account to reimburse various lifestyle and well-being expenses. Examples include wellness activities, fitness classes, financial planning, or educational courses. Employers define eligible categories aligned with company goals. Reimbursements (not necessarily tax-advantaged) provide funds for personal well-being and can boost engagement by showing investment in employees' overall lifestyle.

Pet Care Reimbursement Account: An employer-funded fringe benefit reimburses employees for pet-related expenses. Employers may allow reimbursements for items such as veterinary bills, pet medications, or pet daycare fees. The employer tailors the benefit; reimbursements are typically taxable (unless structured under qualifying FSA rules, which is uncommon). It’s aimed at pet owners, giving financial help with the rising cost of pet care

Tuition Reimbursement Account: An employer-sponsored educational assistance plan. The employer reimburses tuition, fees, and related education costs for courses or degree programs up to $5,250 per employee per year tax-free. Amounts above $5,250 must be reported as taxable income. Eligible expenses include tuition, books, supplies, and sometimes student feesirs.gov. Typically restricted to courses related to current job or skill development. This benefit is common for employees pursuing undergrad or graduate studies.