The reason is that the IRS does not consider HSA contributions to be deductible until you have shown that you have the proper HDHP coverage, so the code W amount is added to Other Income on line 8 on Schedule 1 (1040).
Once you turn 65, you can withdraw money from your HSA for any reason without penalty. But for the distribution to be tax- and penalty-free, it must be used for qualified medical expenses. If you use the funds for other purposes, the amount withdrawn will be subject to regular income taxes.
Any contributions over the deductible limit are considered excess contributions and are not deductible. Excess contributions made by your employer or made by you through a cafeteria plan are taxable income and may be subject to a 6% excise tax.
You can claim a tax deduction for contributions you, or someone other than your employer, make to your HSA even if you don't itemize your deductions on Schedule A (Form 1040). Contributions to your HSA made by your employer (including contributions made through a cafeteria plan) may be excluded from your gross income.
How to claim the HSA tax deduction. Tax-deductible HSA contributions should be reported on Form 8889 and filed with your Form 1040 or Form 1040NR. If you or your employer have made contributions to your HSA plan, make sure you reap the benefits on your tax return when you file.
Drawbacks of HSAs include tax penalties for nonmedical expenses before age 65, and contributions made to the HSA within six months of applying for Social Security benefits may be subject to penalties. HSAs have fewer limitations and more tax advantages than flexible spending accounts (FSAs).
When you contribute money to an HSA, it decreases your adjusted gross income (AGI) which determines your taxable income. Since the U.S. runs on a tax rate system based on your income, the lower your AGI, the lower your tax bill.
You must always file a Form 8889 in any year you or an employer contributes money to your HSA or you make withdrawals from the account. The deduction you calculate on Form 8889 is taken on the first page of your income tax return.
You will see the total amount of your excess contributions for the year on IRS Form 8889, Health Savings Accounts (HSAs). This amount is taxable income. If the excess contributions are from your employer, they will include them in your wages when they report them on your W-2.
Your contributions may be 100 percent tax-deductible, meaning contributions can be deducted from your gross income. All interest earned in your HSA is 100 percent tax-deferred, meaning the funds grow without being subject to taxes unless they are used for non-eligible medical expenses.
Your HSA also covers expenses for standard dental cleanings and dental check-ups. One thing to keep in mind is that some of these procedures may have a co-payment, so it's important that you check with your dental insurance provider to find out exactly what you'll have to pay out of pocket.
Use the 13-month rule to make up for lost time
You can contribute the full amount to your HSA if you meet the following conditions: Enroll in an HSA-eligible HDHP before December 1st of the given year. Maintain that HDHP coverage through December 31st of the following year, for a total of 13 months.
You may get both a 1099-SA and 5498-SA from us. IMPORTANT: You WON'T receive this form if you DIDN'T withdraw funds from your HSA in the prior year. The 1099-SA is used to report any distribution (withdrawal) of funds from your HSA during the prior year. You must report distributions from your HSA on IRS Form 8889.
If your employer is deducting your HSA contributions from your paycheck but does not have a Section 125 plan allowing the contributions to be calculated before taxes, your HSA contributions would be considered income (this is rare, but it can happen).
Gym memberships. While some companies and private insurers may offer discounts on gym memberships, you generally can't use your FSA or HSA account to pay for gym or health club memberships. An exception to that rule would be if your doctor deems fitness medically necessary for your recovery or treatment.
Distributions from HSAs and MSAs that are not used for qualified medical expenses are subject to income tax and an additional 20% tax. When filing taxes, you must report taxable distributions from HSAs and MSAs on your tax return and calculate the additional 20% tax on the taxable portion of your distributions.
Can I cash out my HSA when I leave my job? Yes, you can cash out your HSA at any time. However, any funds withdrawn for costs other than qualified medical expenses will result in the IRS imposing a 20% tax penalty.
You can deduct the amount you deposit in an HSA from your taxable income. Unspent HSA funds roll over from year to year. You can hold and add to the tax-free savings to pay for medical care later. HSAs may earn interest that can't be taxed.
If you spend your HSA on non-medical expenses, the money will be taxed and you'll receive a 20% penalty if you're not disabled or under the age of 65. There's also an annual limit to how much money you and your employer can add to your HSA.
The money you contribute to your HSA is non-taxable, just like it is if you contribute to a traditional 401k, IRA or other interest-bearing account. When you contribute money to an HSA, it decreases your adjusted gross income (AGI) which determines your taxable income.
One of the biggest advantages of an HSA is that it offers a triple tax advantage, which means: Contributions to an HSA are federally tax-deductible, reducing your taxable income. Depending on where you live, you may also get a break on state income taxes. Assets in an HSA can potentially grow federal tax-free.
Myth #2: If I don't spend all my funds this year, I lose it. Reality: HSA funds never expire. When it comes to the HSA, there's no use-it-or-lose-it rule. Unlike Flexible Spending Account (FSA) funds, you keep your HSA dollars forever, even if you change employers, health plans, or retire.
If you don't have an HDHP, have a family, and require frequent diagnostic medical care, a copay plan may be a better option. Neither an HSA or copay plan is better than the other; you just need to decide which plan meets all of your needs and will benefit you the most.