A Health Savings Accounts (HSA's)
one of the nations fastest-growing plans in the health benefits
industry. 

By offering a higher deductible health plan, this dramatically
reduces health insurance costs for employers while the employee-owned
HSA accounts provide control over health benefits.

To Minimize Confusion
when initiating a business sponsored HSA please read some
some of the benefits below.

Contribute to the HSA
It is imperative that you contribute money to your employees' HSAs. Whether you are replacing an existing plan with a high-deductible one or are giving your workers a health plan for the first time, contributing to their HSAs is necessary to address the deductible risk they now face. Consider contributing 50% of the health plan's deductible to each of your employees' HSAs.

Rollover Education
There have been a number of new laws that help employees to jump-start their HSAs. If your company or employees used to have an FSA or HRA, they can make a one-time transfer of those balances into an HSA. Additionally, employees can now also make one-time transfers from IRAs into their HSA.

Cafeteria Plans Aren't Necessary
Don’t worry about not having a pre-tax cafeteria plan (or what is called a Section 125 plan) in place. If your employees don’t get their HSA contributions on a pre-tax basis via payroll deduction, they can take it as a tax deduction on their tax returns at the end of the year.

Consider Complete Employee Control
For employers wishing to utterly simplify health insurance, an increasingly popular approach is to provide employees with a fixed dollar amount per month for buying health insurance and making HSA contributions. This requires minimal administration as employees choose a plan on their own. This approach, known as defined contribution, maximizes employee control and provides significant employer savings.