The Internal Revenue Service has released the 2011 limits for health savings accounts (HSAs) and for high-deductible health plans (HDHPs), to which HSAs must be linked. The amounts for 2011 are unchanged from 2010.

Under the cost-of-living adjustment and rounding rules of Internal Revenue Code section 223, the 2011 amounts are unchanged from the amounts for 2010. The 2011 amounts are shown below.

2011 Limits for Health Savings Accounts and High-Deductible Health Plans
HDHP minimum deductible amounts	Individual: $1,200 Family: $2,400
HDHP maximum out-of-pocket amounts	Individual: $5,950 Family: $11,900
HSA statutory contribution amount	Individual: $3,050 Family $6,150
HSA catch-up contributions (age 55 or older)	$1,000

From the Society For Human Resource Management

Part 1: The Qualified High Deductible Health Insurance Policy

The IRS considers a high deductible health insurance plan a policy with a minimum deductible of $1,200 for self-only coverage and $2,400 for family coverage, which are still relatively low. The maximum out-of-pocket (including deductibles and coinsurance) for allowed costs must be no more than $5,950 for self-only coverage and $11,900 for family coverage and preventive care can have first dollar coverage. This health insurance plan may be purchased without the savings account if you want. By doing this, you would just have a Colorado high deductible health insurance plan with relatively low premiums.

Part 2: The Tax-Exempt Individual Savings Account

The savings account is designed to cover routine medical expenses and provide savings. In any given year you may deduct the amount you contribute into your HSA from your gross income. Several banks offer free administration of the HSA plan. Please contact us for a referral. Thhe maximum you can contribute per year is $3,050 for self-only coverage and $6,150 for family coverage, excluding "catch up" contributions for those 55 years and older. See http://www.irs.gov/pub/irs-pdf/p502.pdf for IRS approved expenses.

HSA's, FSA's and MSA's

http://www.irs.gov/publications/p969/ar02.html

Health Savings Accounts – HSAs

Fast Facts About Health Savings Accounts (HSA)

HSAs are similar to Medical Savings Accounts (MSA). However, MSAs have always been restricted to employees of small businesses and the self-employed. HSAs are open to just about anyone with a High-Deductible Health Plan (at least $1,200 for individuals and $2,400 for families).
HSAs are portable and move with you if you change employment.
HSA contributions can come from you, your employer, or both – all in the same tax year.
Contributions by an individual are tax deductible.
Employer contributions are not included in the individual's taxable income.
Unused contributions roll over from year to year and interest continues to grow on a tax-deferred basis.
HSA funds can be used to cover health insurance deductibles and any co-payments for qualified medical services.
"Catch-Up" Contributions – Individuals age 55 or older may contribute an extra $1000 per year to an HSA in 2010.
HSA funds can be used to purchase over-the-counter drugs and to pay health insurance premiums during any period of unemployment.
HSAs may be offered under an employer's cafeteria plan, allowing employees to contribute to an HSA with pre-tax salary reductions.
Any interest earned by the account is not taxable while in the HSA. Withdrawals for qualified medical expenses are not taxable.
Funds can be used for non-qualified purposes but are subject to taxes and a 10% penalty.
Once you reach age 65, you can withdraw the money for non-medical reasons without the 10% penalty.

Why Choose an HSA?

You can save as much as 50% on your insurance premiums.
100% of your HSA contributions are deducted from your pre-tax income.
The interest earned by the money in your HSA is also tax-free.
You pay no taxes or penalties when you use your HSA for qualified medical expenses.

An HSA allows you to purchase a high-deductible insurance plan with lower-premiums, making it an excellent way to save money on healthcare. And because your contributions to the fund are tax-free, you can enjoy considerable tax savings. Plus, the interest is tax-free and tax-deferred, so you can use Health Savings Accounts to supplement your retirement income as well.

Top 10 Reasons to a Have a Health Savings Account

Tax Savings – You can deduct your HSA deductions from your gross income on your federal tax return, even if you do not itemize deductions. Many states also allow the deduction from state income taxes.
Earned Interest – Funds in your HSA grow with tax-deferred interest.
Portability – You own your account, so even if you change jobs, your HSA funds go with you.
Affordable Health Coverage – Use your Health Savings Account to cover 100% of the cost of routine medical expenses like office visits, lab tests, and over-the-counter drugs.
Reduced Insurance Premiums – Your insurance premiums can be substantially lower when you change from a low-deductible plan to a high-deductible plan.
Long-Term Savings – Because your funds can roll over from year to year, you can let the funds in your account grow tax-deferred. That's why HSAs have been referred to as the "Medical IRA."
Retirement Bonus – After age 65, you may make withdrawals from your HSA for any reason without the 10% penalty imposed before age 65 for non-medical withdrawals. (Note: you'll still have to pay taxes on the money).
Safety Net – There is no "use it or lose it" provision, so you can build up the savings in your HSA to use for major health events.
Coverage for the "Extras" – You can also use your HSA funds for programs not usually covered by other health plans, including dental, optical, and much more.
Empowerment – Take control of your routine healthcare decisions – you get to choose the healthcare and providers that you want.

HSA vs. MSA

In many ways, Health Savings Accounts resemble the Archer Medical Savings Accounts that have been around since 1997.

The account is specifically earmarked to pay for qualified medical expenses.
The individual owns the money in the account.
The previous year's contributions roll over into the next year.
The account is portable from one employer to another but that is where the similarities end.

Unlike an MSA:

For 2010, an HSA allows for a deductible as low as $1,200 for individual coverage and $2,400 for family coverage.
HSAs are not limited to the self-employed or businesses with 50 or fewer employees.
Anyone under the age of 65 with an eligible HDHP is eligible for an HSA. "Catch-Up" Contributions – Individuals age 55 or older may contribute an extra $1000 per year to an HSA.
HSAs allow employees to contribute 100% of their deductible, eliminating post-tax expense.
Both the employer and the employee can contribute to an HSA.

This new twist to the employee benefit arena creates exciting new possibilities when used in conjunction with the current Flexible Spending Accounts, Health Reimbursement Arrangements, and other employer sponsored reimbursement plans.

Question	HSA	MSA	HRA	FSA
Who owns the money in the account?	Individual	Individual	Employer	Individual (subject to "use it or lose it" rule at end of plan year)
Can the money be invested with interest earned?	YES, tax-free	YES, tax-free.	NO	NO
How is the account funded?	.Deposited directly into the account.	Deposited directly into the account.	As an "IOU" by an employer to pay employee expenses.	Deposited directly into the account.
Is the fund portable?	YES	YES	NO	NO
Are the funds taxable?	Contributions are 100% tax deductible. Funds spent on medical expenses are tax-free for life. At 65, funds used to supplement income are tax-deferred.	Contributions are 100% tax deductible. Funds spent on medical expenses are tax-free for life. At 65, funds used to supplement income are tax-deferred.	Funds used to pay for medical expenses are not reported as income.	Contributions are 100% tax deductible.
Can the funds be used for non-medical expenses?	YES, but they are subject to taxes and a 20% penalty.	YES, but they are subject to taxes and a 15% penalty.	NO	NO
How can an employee access funds?	Employee has direct access to funds with credit card, debit card, checks, or withdrawal form.	Employee has direct access to funds with debit card, checks, or withdrawal form.	Employee provides receipt for services.	Employee provides receipt for services.
Who can contribute to the account?	Both employers and individuals.	Employers or individuals, but not both.	Employer only.	Both employees and employers.
What type of health plan is required?	One with a high deductible.	One with a high deductible.	No requirements.	No requirements.
Who is eligible?	Any employers or individuals under 65 who have a qualified High-Deductible Health Plan (HDHP).	Self-employed and small employers (50 or less).	Current and former employees. No restrictions on group size.	An employee who satisfies the eligibility requirements established by the employer.
Can the plan be included in a cafeteria plan?	YES	NO	NO	YES
Is there a "catch up" provision for older individuals?	Yes,its a $1000 per year.	NO	NO	NO
Is there a maximum contribution per year?	100% of the annual deductible, not to exceed IRS-determined maximums. Pro-rated by the effective date of health plan.	65% of the annual deductible for individuals and 75% for families. Pro-rated by the effective date of the health plan.	NO. It is an arrangement by the employer to pay for medical expenses.	NO

Portability

Forget About "Use It Or Lose It"…
HSAs Are "Use It Or Keep It!"

One of the strategic benefits of a Health Savings Account is that you own the account. The money is yours to keep, even if you don't use it all by the end of the year. And if you change jobs or health insurance coverage, the money goes with you.

You no longer have to worry about using all your funds for fear of losing them.
The "portability" of HSA accounts is a vast improvement over the rules that govern Health Reimbursement Arrangements (HRAs) and Cafeteria Section 125 Flexible Spending Accounts (FSAs), where any unused funds revert back to the employer at the end of the year or upon termination. HSA portability affords you more flexibility when it comes to your healthcare expenditures.

You can take your money with you if you leave your company.
If you remain covered under a High-Deductible Health Plan (HDHP), you can continue to access your HSA funds through individual coverage or you can "roll over" funds from one employer's HSA program to another employer's program (or from an Archer MSA to an HSA). Even if your new employer doesn't offer an HSA-compatible HDHP, you can keep the money in your HSA and continue to use the funds for qualified expenses. However, you can no longer add money to the account until you are again covered by an HDHP.

You can use your HSA like an IRA.
Withdrawals for qualified medical expenses can always be made tax-free (there's a 10% penalty, plus taxes, for non-medical expenditures). But if you don't use all the money by the end of the year, your money stays in your account until you need it. One financial benefit is that any leftover HSA funds earn interest tax-deferred… all the way into retirement. Then at age 65, you can make withdrawals from your HSA for any reason without penalty.

IRS 2011 Limits For Health Savings Accounts and High Deductible Health Plans