Today, Health Reimbursement Arrangement autonomous (HRA) - a HRA not related to group health insurance policy - is largely on compliance with health regulations 
But that could change .. If the law on small healthcare companies emergency passes, the health Reimbursement qualified small employers Arrangement (QSEHRA) will join the menu of options for the construction of more benefit
potential benefits .: Recipe QSEHRA + HSA
the QSEHRA -a type of autonomous HRA that would not be available for companies that provide group health insurance policy - could be used in combination with the existing advantages of the offers. Consider the health savings account (HSA) which may be funded by employees and / or companies. Although there were rules for the use of a self-HSA and HRA at the same time in the past, a QSEHRA will be a new type of "benefit except", and it is not yet known if these same rules will continue to apply. in short, QSEHRA and HSA might seem redundant, but they can form a compatible pairing.
Splitting the property of the benefit
instead of replacing your HSA contribution with HRA allowance, if the draft SBHRA law passes, you can educate your employees about the HSA, QSEHRA and all the other benefits of your program. benefits the 14th annual MetLife US employee Trends study highlighted the opportunity for companies offer advice about the benefits available, which can help reduce financial stress for workers.
You could explain that while HSA and QSEHRAs repay a similar list of qualified medical expenses, they also have significant structural differences to consider. For example, HSAs are employee owned. The employee opens the health savings account with a bank and deposited all the money available regardless of employment status. In addition, everyone can contribute to the HSA of an individual: companies, employees, family, etc. The QSEHRA is owned by the employer. The company made a grant available (and is solely responsible for the allocation of funds), and repayments are made for eligible medical expenses up to the amount of the allowance. If an employee leaves the company, the employee loses access to QSEHRA.
HSA and QSEHRAs also have eligibility criteria. An HSA requires employees to enroll in the High deductible health plans (HDHP) which rules and requirements are updated every year. The QSEHRA, described in SBHRA bill that is currently making its way through Congress, is structured to allow employees to shop for individual health insurance policy that best meets their needs. As long as the policy provides minimum essential coverage, an employee can enroll in QSEHRA the company.
Conclusion
Although the ownership structures are different, the list of eligible medical expenses is almost identical to an HSA and QSEHRA - so why bother offering both? Depreciation companies make available to employees through the QSEHRA not rollover from year to year. This means that an employee is using or loses money for health benefits. However, contributions to the HSA of an employee is available to the employee for life - doubling and retirement benefits.
Options to facilitate everything a business owner to design a unique package tailored to a company and its employees, and if it passes, the SBHRA is ready to offer a new choice in the small arena benefits business benefits.
Did you offer an HSA and HRA paired together? Tell us how it worked for you and your employees in the comments below. 
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