Yes—but only under specific conditions.
In general, a traditional HRA will disqualify an employee from contributing to a Health Savings Account (HSA), because both accounts are considered ways to pay for medical expenses and the IRS doesn’t allow double-dipping.
However, there are exceptions that allow employees to have both an HRA and an HSA, as long as the HRA is designed not to interfere with HSA eligibility.
✅ Compatible HRA Types That Work with HSAs:
Limited-Purpose HRA
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Only reimburses dental and vision expenses
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Keeps the employee eligible to contribute to an HSA
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Often paired with a high-deductible health plan (HDHP)
Post-Deductible HRA
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Only reimburses eligible medical expenses after the employee meets a specified deductible
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Can be structured to maintain HSA eligibility
Retiree HRA
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Offered only to former employees
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Does not affect HSA eligibility for active employees
❌ Incompatible HRA Types:
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Integrated HRAs that cover general medical expenses from day one
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ICHRAs, unless the employee waives HSA contributions (ICHRAs can reimburse premiums and out-of-pocket costs, which would block HSA eligibility)
🧠 Bottom Line:
If you want to offer both an HRA and maintain HSA eligibility:
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Choose a limited-purpose or post-deductible HRA
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Design the plan carefully to comply with IRS rules
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Communicate clearly to employees so they understand how the two accounts interact
For employees: If your spouse has a general-purpose HRA that covers you, it could disqualify you from contributing to an HSA—even if your own employer’s plan would otherwise allow it.