Short answer: Usually no. A general-purpose FSA makes you ineligible to contribute to an HSA, but a limited-purpose FSA that covers only dental and vision expenses is allowed.
Under federal tax rules, most employees cannot contribute to a Health Savings Account (HSA) if they are also covered by a general-purpose Flexible Spending Account (FSA). General-purpose FSAs can reimburse a wide range of medical expenses, including expenses that would otherwise be eligible for HSA reimbursement, which disqualifies HSA contributions.
HSA eligibility can also be affected by a spouse’s FSA. Because FSAs may reimburse medical expenses for spouses and dependents, coverage under a spouse’s general-purpose FSA can make an individual ineligible to contribute to an HSA—even if the individual is enrolled in a qualifying high-deductible health plan (HDHP) and does not personally participate in the FSA.
An exception applies for limited-purpose FSAs. Limited-purpose FSAs reimburse only dental and vision expenses and do not interfere with HSA eligibility. Employees who want to contribute to an HSA may still participate in, or be covered by, a limited-purpose FSA without violating HSA rules.
Because eligibility depends on both plan design and family coverage, employees should review their benefit elections carefully to avoid inadvertently losing HSA contribution eligibility.
Sources
- Internal Revenue Service, Publication 969, Health Savings Accounts and Other Tax-Favored Health Plans: https://www.irs.gov/publications/p969
Content history
Originally published: March 25, 2025
Last reviewed: January 25, 2026