Now is a great time to start planning for open enrollment and updating plan documents, payroll systems, and employee communications. Offering accounts like HSAs, FSAs, and commuter benefits can give your employees meaningful tax savings while also lowering your own payroll taxes. If you already sponsor these programs, knowing the updated 2026 limits will help you prepare for open enrollment and employee communications. If you don’t currently offer them, it may be worth considering—these accounts are cost-effective to administer and can strengthen your benefits package, support employee wellbeing, and improve retention without significantly increasing employer costs.
2026 IRS Benefit Limits Announced (and What’s Projected)
The IRS has released updated 2026 contribution limits for several benefit programs, with others projected based on inflation adjustments. Here’s a quick summary:
Health Savings Accounts (HSA)
- Self-only: $4,400
- Family: $8,750
- Catch-up (55+): $1,000
High-Deductible Health Plans (HDHP)
- Minimum Deductible: $1,700 (Self) / $3,400 (Family)
- Maximum Out-of-Pocket: $8,500 (Self) / $17,000 (Family)
Excepted Benefit HRA
- $2,200
Dependent Care FSA
- $7,500 per household ($3,750 MFS)
Projected (awaiting IRS confirmation):
- Health FSA: $3,400 (carryover $680)
- Commuter / Transit / Parking: $340 per month
- QSEHRA: $6,350 (individual) / $12,800 (family)
Let’s get ahead of open enrollment together.
If you haven’t started reviewing your 2026 benefit offerings yet, now’s the perfect time. Getting a jump on this means more cost control for your company—and better support for your team.
Not sure where to begin? I’m here to help. Just reach out.