What is the extent of responsibility for an employer to communicate employees' rights on the HSA at termination (or if the employer drops the HSA benefit program)?

There are no legal responsibilities to communicate employees rights when the HDHP is dropped or the employee terminates employment. The HSA is not a benefit plan, and therefore, not subject to ERISA/COBRA or any other post employment administration. However, from an employee relations perspective, many employers choose to explain that the HSA is an individually owned trust account, owned by the accountholder, that the employer will no longer be paying the monthly administration fees associated with the HSA, and when payroll deductions/employer contributions will end. If the employer is working with a UMB partner that has integrated web features, they may also want to let them know that they will receive information in the mail (i.e. debit card, instructions on how to access their account online) with new contact information and web functionality for UMB.

Introducing UMB HSA Saver

UMB HSA Saver is a unique investment platform designed with ease in mind. Account holders can easily research, buy and sell funds with a couple clicks.

How to Use ReceiptVault

HSAs are available to help pay for current qualified medical expenses as well as to save for future expenses, all in a tax-exempt account.

Take the guesswork out of HSA Administration

The UMB HSA empowers you with robust analytics, reporting tools and the communication support you'd expect from a top 10 HSA custodian