A Flexible Spending Arrangement (FSA) lets you deduct dollars from your paycheck and put them into a special account that’s protected from taxes. You can use these pre-tax dollars to pay for some of your health care expenses. The State of Washington has contracted with Navia Benefit Solutions to manage the FSA plan, process claims, and provide customer service for Public Employees Benefits Board (PEBB) enrollees.
As of 2022, WSU employees can choose between two Flexible Spending Arrangements:
- Medical FSA: Compatible with non-CDHP plans and for those who waive coverage. Medical FSA funds can be used on eligible medical, dental, and vision expenses, as well as a number of over-the-counter purchases.
- Limited FSA: Compatible with all plans, including CDHPs with Health Savings Accounts. Limited FSA funds can be used on eligible dental and vision expenses only.
Enrollment and Effective Dates
- New employee enrollment: Within 31 days of your start date, submit a completed enrollment through Workday. Your account will be effective the first of the month following submission of your election.
- Open Enrollment period: Each November, eligible employees can enroll to have an FSA account for the coming calendar year, with a January 1 effective date. You must re-enroll during Open Enrollment for each year that you wish to have this benefit.
- Special Open Enrollment events: Submit a completed enrollment within 60 days of a life event (birth of baby, adoption, marriage, etc.). Your account will be effective the first of the month following submission of your form.
What if both myself and my spouse/registered domestic partner are enrolled in an FSA?
If both you and your spouse/registered domestic partner are enrolled in an FSA for 2022, you have each enrolled into separate accounts. Due to enrollment in separate accounts, you were each offered the option to maximize your annual elections up to $2,750 each. While you may have separate accounts, each account can be used toward your own and your spouse/partners expenses.
Example – John uses all $2,750 of his accounts contributions, and still has additional eligible medical expenses. Jane has $1,000 of unused funds in her account and due to John being an eligible spouse, Jane can claim John’s remaining eligible expenses toward her remaining $1,000.
Beginning with 2022 accounts, up to $570 of unused FSA funds can be carried over into the following year. This applies even if you elect the maximum annual election in the next year.
If you have leftover FSA funds in the current plan year, up to $570 may be eligible to be carried over to the next plan year. The account those funds are carried over to, depends on the type of medical plan you will be enrolled in in the new plan year:
- If enrolled in a CDHP/HSA, the eligible carryover amount will be placed into a Limited FSA, even if you do not enroll in a Limited FSA for that year.
- If enrolled in a non-CDHP plan or you waived medical coverage, the carryover amount will be applied to
- The Medical FSA if you enroll in a Medical FSA in the new plan year, or
- The FSA plan type you were in the prior year, if you do not enroll in an FSA account in the new plan year.
Separating employees are only able to submit claims for eligible health expenses accrued through their last month of employment, unless they elect to pursue COBRA options with the FSA provider, Navia.
*Please note the IRS prohibits enrollment in a Medical FSA and an HSA at the same time in a household. Please visit FSA & HSA Dual Enrollment for more information.
Disclaimer: The information contained on this website is for informational purposes only and does not constitute legal advice, nor does it substitute for official plan documents. All information on this website is relayed to the best of the agency’s ability, but does not guarantee accuracy. Please seek FSA guidance from Navia Benefit Solutions or your tax advisor.
- Claim Form
- 2022 Medical FSA Enrollment Guide
- 2022 Limited FSA Enrollment Guide
- Eligible/Ineligible Expenses
- Tax-Free Savings Account Comparison Chart
- FSA & HSA Comparison