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2018 Rules Announced for High-Deductible Health Plans and Health Savings Accounts
Every year the IRS updates the deductible and out-of-pocket maximum requirements for a plan to qualify as a high-deductible health plan (HDHP).
Participants in a qualified HDHP that meets these requirements are allowed to make contributions into a special health account called a Health Savings Account (HSA). These accounts work similar to a 401(k) - employees accumulate and invest HSA funds pre-tax and can then use the money to pay for qualified medical costs.
| For HDHP Single / Family Coverage.. | 2017 | 2018 |
| Deductibles can be no lower than... | $1,300 / $2,600 | $1,350 / $2,700 |
| Out-of-pocket maximums can be no higher than... | $6,550 / $13,100 | $6,650 / $13,300 |
| Pre-tax contributions to an HSA can be no more than... | $3,400 / $6,750 | $3,450 / $6,900 |
HDHP plans have grown in popularity. In 2016, 29% of workers with employer health coverage were enrolled in an HDHP, up from only 5% in 2006. The switch to HDHPs is part of a larger trend of employers shifting costs to their workers.
6/15/2017 Update: For all other health plans that are not qualified HDHPs, there are somewhat higher limits on how much enrolled paitents can be charged in out-of-pocket costs every year:
| For non-HDHP Single / Family Coverage | 2017 | 2018 |
Out-of-pocket maximums can be no higher than... | $7,150 / $14,300 | $7,350 / $14,700 |
As with the HDHPs rules, out-of-pocket maximum limits apply to in-network benefits only.
Links:
IRS Revenue Procedure 2016-28 (HDHP and HSA rules for 2017)
IRS Revenue Procedure 2017-37 (HDHP and HSA rules for 2018)
Survey of Employer Benefits Finds Continued Cost-Shifting (CWA Health Care & Retirement Security Blog, September 14, 2016)
Important Limits Increase for 2018 Health Plans (Cheiron, June 14, 2017)