undefined | Better HN

0 pointstptacek12y ago0 comments

We do the same thing; the problem is that it can be tricky to come up with a benefits plan that works at scale across the team, with a goal of reducing the overall cost of benefits to the employer, without disadvantaging the people who can't easily/risklessly take advantage of high-deductible+HSA.

Simply offering an HSA option doesn't seem fraught, but creating a benefits package that pushes employees (through incentives or whatever) to HSAs is a bit more worrying.

My concern is mostly about companies tailoring their benefits plans to further lock in a culture of 23 year old male developers.

0 comments

1 comments · 1 top-level

hundt12y ago

My understanding is that "offering an HSA option" without employer contributions is unattractive to the employee because it requires a high-deductible plan, and the savings from the associated lower premiums are realized mostly (or entirely) by the employer. Google solves this misalignment of incentives by funneling (some of?) the premium savings into the employees' HSAs. I don't see what is worrying about that.

j / k navigate · click thread line to collapse