Interesting Perks You Can Get with FSA/HSA: Expanding Benefits for Parents
Most employees know their Flexible Spending Account (FSA) or Health Savings Account (HSA) can be used for co-pays, prescriptions, or dental visits. But the list of eligible expenses has grown dramatically- especially in telehealth, mental health, and even parent-focused services like speech therapy or virtual doula support.
With new rules for 2025, it’s important to understand what qualifies, what’s changing, and how parents can make the most of these tax-advantaged dollars.
What Can You Buy with an FSA or HSA?
The IRS defines a wide list of qualifying medical expenses under Section 213(d), and those rules flow directly into what FSAs and HSAs cover. That means families can use their funds for everything from doctor visits to mental health services.
Some examples of eligible expenses include:
Telehealth visits — online or phone consultations with licensed medical professionals qualify for reimbursement, as outlined by resources like FSA Store’s eligibility guide.
Therapy and counseling when prescribed for a diagnosed condition.
Speech therapy for developmental delays or medical diagnoses, which is explicitly listed under healthcare FSA coverage.
Over-the-counter medications, eyeglasses, contact lenses, and certain medical devices, which the IRS outlines in its FSA/HSA guidance.
Because FSA funds are often “use it or lose it,” knowing the full range of covered services helps parents stretch their benefits wisely.
Telehealth and the 2025 Rule Change
Telehealth exploded during the pandemic, and many plans temporarily expanded coverage. Under relief measures, high-deductible health plans (HDHPs) could cover telehealth before the deductible without disqualifying employees from contributing to an HSA.
That’s set to change. Unless new legislation is passed, the telehealth safe harbor ends for plan years beginning January 1, 2025, meaning some families may lose their ability to contribute to HSAs if their HDHP continues covering telehealth before the deductible. Benefit experts at Segal and NFP caution that HR leaders should prepare employees for this shift.
Some lawmakers are pushing to make first-dollar telehealth permanent under HDHPs, but nothing is guaranteed yet. Employers and families will need to watch closely during open enrollment in late 2024.
Things You Didn’t Know Could be Employee Benefits
For parents juggling family health, these changes are more than policy — they directly affect access to care. Deloitte recently made headlines for offering LEGO sets as a workplace perk to help reduce stress, sparking conversations about how far employers should go to address mental health and family needs (Canadian HR Reporter). As a former Global HR Executive turned founder of MissPoppins, Nicky Rishi understands the importance of flexible and adjustable benefits that fit unique needs of employees.
Platforms like MissPoppins are also part of this new frontier. While other parent-tech solutions stop at lactation consulting, MissPoppins is the only comprehensive parent-tech solution on the market with over 36 categories that can support working parents. Categories include genetic counseling, family planning, virtual doula support, and pediatric speech therapy.
How Parents Can Maximize FSA/HSA in 2025
Check your plan documents early. Some telehealth services may shift eligibility after January 1, 2025.
Ask about family support services. Many speech therapy and counseling sessions can qualify if tied to a medical need.
Use funds proactively. If you have an FSA, plan to spend down balances on services you may otherwise postpone.
Advocate at work. If your employer offers benefits innovation, push for services that are right for you and/or your family.