Is Text to Speech HSA Eligible?

Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) offer tax advantages to help cover various limited-purpose healthcare costs and medical...

Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs) offer tax advantages to help cover various limited-purpose healthcare costs and medical expenses. However, understanding health benefits available through health insurance plans and other tax-free or tax-advantaged saving accounts can be complex.

This can be especially true when it comes to tools and resources that support Americans with learning differences, such as text to speech (TTS) technology. While it’s common to use HSA contributions for copays, vision expenses, preventive care, and even over-the-counter (OTC) medication or acupuncture in some cases, many people don’t know how you can leverage HSA funds to save money on expenses related to accessibility.

In this article, we’ll address how you can purchase tools like Speechify with your HSA, factors you may want to consider, and other popular ways to spend HSA/FSA funds in order to make the most of qualifying expenses and boost your overall wellness.

Is TTS an HSA or FSA eligible expense?

Text-to-speech software, like Speechify, are often eligible for reimbursement through your HSA, as it can be considered a qualified medical expense if deemed medically necessary. When considering whether Speechify or similar TTS technologies are eligible for reimbursement under HSA and FSA accounts, several factors come into play:

1. Accessibility: TTS technology plays a vital role in enhancing accessibility for individuals with visual impairments or reading disabilities. As such, expenses related to accessibility aids are often considered eligible for reimbursement under HSA and FSA accounts.
2. Medical Necessity: The IRS typically requires that expenses incurred for medical care be deemed medically necessary. If a healthcare provider determines that TTS technology is essential to address a medical condition or improve well-being, it may meet the criteria for reimbursement.
3. Letter of Medical Necessity: To substantiate the need for TTS technology, individuals may need to obtain a Letter of Medical Necessity from their healthcare provider. This document outlines the medical condition requiring the technology and its therapeutic benefits, potentially bolstering its eligibility for reimbursement. In other cases, individuals are free to purchase Speechify or similar health care expenses without an official letter of medical necessity.

The best way to understand what, if any, proof of medical necessity is needed, is to reach out to your HSA provider. Many Speechify users report HSA providers accepting Speechify as an eligible purchase without documentation.

Other HSA Eligible Accessibility Products

There are a number of other accessibility-related HSA eligible items that you can avoid paying out-of-pocket by leveraging HSA or FSA funds.

• Wheelchairs, walkers, artificial limbs, canes, and other mobility aids
• Braille books and magazines
• Guide dogs and other service animals
• Ramps, grab bars, and other home modifications to improve accessibility
• Hearing aids, cochlear implants, and other assistive devices

Conclusion

While the IRS doesn't explicitly list TTS technology as a qualified expense, its potential eligibility under HSA and FSA accounts hinges on factors such as medical necessity and compliance with IRS guidelines. As such, individuals considering the use of TTS technology, such as Speechify, should consult with their healthcare provider and plan administrator to determine its eligibility for reimbursement. In many cases, purchasing Speechify with an HSA does not require any additional paperwork.

In navigating the complexities of healthcare financing, understanding the options available and advocating for innovative solutions like Speechify can empower individuals to effectively manage their medical expenses while prioritizing accessibility and well-being.

FAQs

Can text-to-speech software be reimbursed through an HSA or FSA?

Yes, text-to-speech software expenses can typically be reimbursed through both HSA and FSA accounts.

Can I use my HSA card for speech therapy?

Yes, you can use your HSA funds to cover speech therapy expenses, as they are considered qualified medical expenses.

Can I use HSA for talk therapy?

Yes, talk therapy expenses are eligible for reimbursement through your HSA, provided they are deemed medically necessary.

How do I know if an item is HSA eligible?

Generally, items deemed as qualified medical expenses by the IRS are eligible for reimbursement through an HSA. It's advisable to consult IRS guidelines or your plan administrator for clarification.

What is an FSA or an HSA?

An FSA (Flexible Spending Account) and an HSA (Health Savings Account) are tax-advantaged accounts that allow individuals to set aside pre-tax funds to cover eligible medical expenses. HSAs are governed by contribution limits set by the IRS. Employers may also offer contributions, which can bolster your HSA balance.

What exactly is an FSA or HSA card?

An FSA or HSA card is a debit card linked to your respective account, allowing for convenient payment of eligible medical expenses.

Are the same items covered by both FSA accounts and HSA accounts?

Generally, yes. Qualified medical expenses eligible for reimbursement through an FSA are often also eligible for reimbursement through an HSA.

Can you use an HSA/FSA to pay for dependent care?

Expenses related to dependent care, such as daycare, after-school care, or elder care services, are generally not considered qualified medical expenses eligible for HSA spending. Individuals may utilize FSAs or Dependent Care Flexible Spending Accounts (DCFSA), to cover eligible dependent care expenses.

What’s a Health Reimbursement Arrangement (HRA)?

A HRA is an employer-funded reimbursement account for medical expenses, often used with high-deductible health plans (HDHPs). Unlike HSAs or FSAs, employees can't contribute directly to HRAs. Unused funds may roll over, but typically aren't owned by employees if they leave the company.