While employees may see the benefits to the company for moving to an HSA-qualified plan—a lower price point, the flexibility to adjust HSA contributions in future years, and the potential for better utilization and reduced claims—many business owners worry workers won’t see the value in a plan where they’re responsible for most of their up-front expenses. And, as we all know, perception is reality: if employees don’t think they have a good benefits plan, they don’t, regardless what the employer is paying.

So how can employers ensure that their employees will appreciate their benefits even after they drop the copays from the plan? The answer, of course, is education and communication—but what should we be communicating? Sure, it’s important that employees know how to access their benefits and utilize the price and quality transparency tools that are available to them, but that alone won’t sell them on the plan.

To really convince employees that this is a good solution for them and their families, we need to show them how an HSA is actually better than some other health plans and tax-advantaged accounts they might already be familiar with. Here are a few .

1) Better than an FSA

An FSA, which allows employees to set aside tax-free dollars to pay for current-year medical expenses, can be a great option if you know how much you’re going to spend on health care this year, but it does require you to be a bit of a fortune teller. If you guess too low on your medical expenses, you forfeit some of the tax savings you could have enjoyed. If you guess too high, you actually lose some of the money you put into your account. And even if you realize that you messed up, you’re not allowed to change your contribution mid-stream.