Benefit Accounts

Benefit Accounts are financial tools designed to help you save money by setting aside pre-tax dollars for specific expenses. They reduce your taxable income and boost your take-home pay while supporting your health, financial wellness, and work-life balance.

Several options are available to choose from, each offering their own unique advantages. This section explains our four key types of benefit accounts: Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), Limited Purpose FSAs (LFSAs), and Dependent Care FSAs.

Take the time to review your choices and select the combination that works best for your health, family, and financial goals.

Health Savings Accounts (HSAs) allow you to pay medical providers for expenses like doctor’s office visits and prescription drugs using money placed in an account that you own. To enroll in an HSA, you must be enrolled in the CDHP/HSA plan. You can contribute your own money through payroll deduction without paying taxes, and both your contributions and any contributions from Haworth can be invested and grow tax-free. Haworth will contribute up to $500 for single coverage and $1,250 for Member +1 and Family coverage through a contribution and match program. The funds remain yours even if you leave Haworth, making the HSA a flexible and tax-advantaged way to manage healthcare costs.

If it’s your first time signing up for an HSA at Haworth, contributions (from your paycheck and Haworth) won’t start until you verify your identity with Bank of America. Instructions for this are in HRHelp or the myADP “Forms and Documents” section.

You can enroll in a Preferred Provider Organization (PPO) and contribute to a Flexible Spending Account, which lets you pay out-of-pocket for qualified expenses not covered by your insurance plan, such as prescription glasses. Money is withheld from your paycheck pre-tax. The traditional, general-purpose health FSA allows you to be reimbursed for eligible medical, prescription, dental and vision care expenses incurred during the benefit plan year.

Haworth members with existing FSA accounts can roll over up to $680 of unspent general-purpose health monies. This balance will automatically carry over to the new benefit plan year (after March 31, 2026). The IRS allows you to contribute between $200 and $3,400 for the year to the general-purpose FSA. FSA funds cannot be taken with you if you leave employment with Haworth.

If you are enrolled in the CDHP/HSA plan, the Limited Flexible Spending Account (LFSA) allows you to set aside additional tax-free dollars for predictable out-of-pocket dental, vision, and post-deductible medical expenses for you, your spouse, and eligible dependents. Contributions are withheld from your paycheck on a pre-tax basis.

You can withdraw your full annual LFSA election at any time, regardless of how much you have deposited to date. This gives you accessible cash to pay for your dental and vision expenses now and pay the plan back on a per-pay basis throughout the benefit plan year.

If you enroll in a CDHP/HSA plan or PPO, you can contribute to a Dependent Care Flexible Spending Account (DCFSA). This account allows you to pay for eligible dependent services, such as daycare, using pre-tax dollars withheld from your paycheck. These funds must be used only for specific purposes and cannot be applied to medical co-pays. You may elect to contribute between $200 and $7,500. Money can be used for care of either children or adult dependents.

Please note, after Open Enrollment closes, some Highly Compensated Employees (HCEs) may be subject to contribution limits based on IRS nondiscrimination testing. If you are impacted, you will be contacted individually before January 1 with details and next steps.

Overview	Health Savings Account	Flexible Spending Account	Limited Flexible Spending Account	Dependent Care Flex Spending Account
Summary	Created at financial institutions in member’s name and allows members to save and pay for medical expenses, tax-free. Must be enrolled in a CDHP/HSA Plan.	Allows members to pay for medical, dental and vision expenses tax-free (deductibles, co-pays, and services) not covered by the plan. Pairs with the PPO plan.	Limited FSA allows members to pay for dental, vision, and post-deductible medical expenses only on a tax-free basis. May be enrolled in a CDHP/HSA Plan.	A reimbursement account that allows members to use pre-tax dollars to pay for eligible Dependent Care Flex Spending Account expenses, such as day care, preschool, or after-school care for a qualified individual, (such as children and dependent adults).
Who May Contribute	Member or Haworth	Member	Member	Member
Maximum Annual Contribution	$4,400 (Member Only) $8,750 (Family)	$3,400 per household*	$3,400 per household*	$7,500 filed jointly ($3,750 filing separately)
Catch-Up Contributions Allowed for Members Over the Age of 55	Yes. $1,000 in addition to the regular contribution limit.	No	No	No
Eligibility Requirements	Must be enrolled in a “Qualified” HighDeductible Health Plan(same as CDHP).	Does not require medical enrollment.	Does not require medical enrollment.	Your dependent care expenses must be for qualified individuals, including: a dependent child under the age of 13 who lives with you for more than half the year; and/or a spouse or other tax dependent who is physically or mentally incapable of self-care and lives with you for more than half the year.
Account Owner	Member	Haworth	Haworth	Member
Tax Treatment	Tax-Free	Tax-Free	Tax-Free	Tax-Free
Carryover of Unused Funds to Next Year	Yes	Up to $680	Up to $680	No
Portable After Termination	Yes	No	No	No
Investable Account	Yes, after you reach a $500 balance; earnings grow tax-free and can be used at any time in the future for medical expenses.	No	No	No

HSA — Health Savings Accounts allow you to pay medical providers for things like doctor’s office visits and prescription drugs. Money is placed in an account that you own. Funds in your HSA (your contributions plus any Haworth contributions) can be invested and grow tax free. You must be enrolled in the CDHP/HSA to enroll in HSA.

LFSA — Limited FSA allows Members to pay for dental, vision, and post-deductible medical expenses only on a tax-free basis. You cannot use it to pay for medical co-pays or prescriptions. Like other plans, money is withheld from your paycheck pre-tax.

FSA — You can enroll in a Preferred Provider Organization (PPO) and contribute to a Flexible Spending Account, but you cannot take the money with you if you leave employment with Haworth. Flexible Spending Accounts allow you to pay for services out-of-pocket, such as qualified expenses that aren’t covered by your insurance plan, or prescription glasses. Money is withheld from your paycheck pre-tax.

DCA — Dependent Care Accounts can be used to pay for dependent services, such as daycare. Money is withheld from your paycheck pre-tax, but must only be used for specific purposes. Money may be spent for care on either children or adult dependents. It cannot be used for medical co-pays.

Overview	Health Savings Account	Limited Flexible Spending Account	Flexible Spending Account	Dependent Care FSA
Overview	Created at financial institutions in Member’s name and allows Members to save and pay for medical expenses, tax-free. Must be enrolled in a CDHP/HSA Plan.	Limited FSA allows Members to pay for dental, vision, and post-deductible medical expenses only on a tax-free basis. May be enrolled in a CDHP/HSA Plan.	Allows Members to pay for medical, dental and vision expenses tax-free (deductibles, co-pays, and services) not covered by the plan. May not be enrolled in CDHP/HSA Plan.	A reimbursement account that allows members to use pre-tax dollars to pay for eligible Dependent FSA expenses, such as day care, preschool, or after-school care for a qualified individual, (such as children and dependent adults).
Who May Contribute	Member or Haworth	Member	Member	Member
Maximum Annual Contribution	$4,400 (Member Only) $8,750 (Family)	$3,200*	$3,200	$7,500
Catch-Up Contributions Allowed for Members over the age of 55	Yes. $1,000 in addition to the regular contribution limit.	No	No	No
Eligibility Requirements	Must be enrolled in a “Qualified” HighDeductible Health Plan(same as CDHP).	Does not require medical enrollment.	Does not require medical enrollment.	Your dependent care expenses must be for qualified individuals, including: a dependent child under the age of 13 who lives with you for more than half the year; and/or a spouse or other tax dependent who is physically or mentally incapable of self-care and lives with you for more than half the year.
Account Owner	Member	Haworth	Haworth	Member
Tax Treatment	Tax-Free	Tax-Free	Tax-Free	Tax-Free
Carryover of Unused Funds to Next Year	Yes	Up to $640	Up to $640	No
Portable After Termination	Yes	No	No	No
Investable Account	Yes, after you reach a $500 balance; earnings grow tax-free and can be used at any time in the future for medical expenses.	No	No	No

HSA’s allow you to contribute your own money through payroll deduction without paying taxes. You can then invest that money and it can grow, again without paying taxes. Finally, you can use that money later to pay medical providers for things like doctor’s office visits and prescription drugs, still without paying taxes! In addition, Haworth will also contribute up to $500 for single coverage and $1250 for Member +1 and Family coverage to your HSA account through contribution and a match program. The money is placed in an account that you own. Should you leave Haworth, the HSA account is yours to keep.

The Limited Flexible Spending account pairs with a CDHP/HSA Plan to allow participants to set aside additional tax-free dollars to pay for predictable, out-of-pocket qualifying dental and vision expenses—for you, your spouse, and eligible dependents.

Also, you can withdraw your full annual LFSA election any time regardless of how much you have deposited to date. This gives you accessible cash to pay for your dental and vision expenses now and pay the plan back on a per-pay basis throughout the benefit plan year.

Benefit Accounts

Benefit Accounts

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HR Shared Services Enrollment Support