Helping You Achieve a Healthier Bottom Line
CDPHP makes it easy with funding account options, flexibility, and choice of administrator.
Select the administrator that's right for you.
Choose from two trusted third-party administrators (TPAs) for FSA/HRA plan administration:
CDPHP
Our unique claims integration system makes it easier to administer and use an HRA from CDPHP. It saves time and eliminates hassle by substantiating claims and paying the provider directly on behalf of your employees. And best of all – it all happens at CDPHP. That means no extra claims feeds or different service vendors to manage, keeping information secure and providing more efficient coordination of medical benefits and HRA claims.
HealthEquity
The unique relationship between CDPHP and HealthEquity allows for true data integration. Unlike most other health account administrators who claim to have “integration,” our solution with HealthEquity is complete. Our proprietary technology allows claims, eligibility, and other data to be imported directly into an accommodating system. This results in a smooth experience with less paperwork and more powerful tools.
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CDPHP
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HealthEquity
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Health Reimbursement Arrangement (HRAs)
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General Purpose HRA
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Post Deductible HRA
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Limited Purpose HRA
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Flexible Spending Accounts (FSAs)
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General Purpose Health FSA
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Limited Purpose Health FSA
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Post Deductible Health FSA
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Dependent Care FSA
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Health Savings Account (HSA)
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COBRA
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Important:
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If selecting Integrated HRA and FSA, both plans need to be through the same administrator.
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If selecting Integrated HSA through HealthEquity, you have the option to choose HRA/FSA administrator.
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Integrated Healthy Direction HRA is offered through HealthEquity only.
Check out our Funding Accounts Employer Guide to learn more about funding account administration from CDPHP and HealthEquity as you decide what’s right for your business and your employees.
Funding account options
When it comes to choosing the type of funding account to offer, it’s all about what’s best for your company and your employees.
Key differentiators among the options include:
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Who makes the contributions?
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What expenses the funds can be used for
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Whether the funds can roll over from year to year
Use the resources below to learn about each type of funding account and how each can be used to help reduce the costs of your medical expenses.
View qualified medical expenses designated by the IRS.
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Health Reimbursement
Arrangement (HRA)
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Health Savings Account
(HSA)
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Flexible Spending Account
(FSA)
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Account Holder
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Employer
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Individual (Employee)
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Employer
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Eligibility
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Individual must work for an employer that offers one
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Individual must be enrolled in an HSA-qualified medical plan
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Individual must work for an employer that offers one
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Funding
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Employer only
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Individual and/or employer and certain others
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Individual and/or employer
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Portability
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Cannot be rolled over to a new employer
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The employee takes it when leaving employment; after age 65, funds may be used for non-medical expenses
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Cannot be rolled over to a new employer
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Fund Carryover from Year to Year
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Optional (determined by employer)
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Funds carry over year to year
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Health FSA: Optional (employers choose a 2 1/2 month grace period, carryover up to IRS maximum limit, or neither).
Dependent Care FSA: Funds are forfeited to employer if they are not used by the end of the plan year after a run-out period or grace period, if applicable
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CDPHP Plan Compatibility
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EPO, PPO, HMO, HDEPO, HDPPO, HDHMO
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Qualified HDEPO, HDPPO, HDHMO
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EPO, PPO, HMO, HDEPO, HDPPO, HDHMO
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Qualified Expenses
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Determined by employer; can include copayments, deductibles, vision care, dental care, prescriptions, and other IRS-qualified medical expenses
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All IRS-qualified medical expenses
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Health FSA: All IRS-qualified medical expenses, or defined, limited expenses such as dental and vision care
Dependent Care FSA: Child or adult day care
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