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The flexibility of HSA programs has led to rapid growth and acceptance of Health Savings Accounts, but has also created misunderstandings for employers implementing HSA programs. Some employers assume that the individual nature of HSAs relieves the employer of all compliance burdens, while other employers assume they can exercise a greater amount of control over employees’ HSAs than is allowed. This article focuses on the special rules that apply to employers implementing an HSA program and clarifies the responsibilities of the employer, employees, and the HSA custodian.[1]

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