HSA

Why Smart TPAs Partner with BPO Providers During Enrollment Season Surges

Enrollment season BPO

It’s 4:47 PM on a Friday in November. Your phone hasn’t stopped ringing for three hours. Jane from ABC Corp needs to understand why her employee’s HSA enrollment was rejected. Mike has been on hold for 20 minutes about a COBRA notice. Meanwhile, your inbox shows 47 unread emails about benefit changes – all marked “urgent.” Sound familiar? Every fall, TPAs face the same brutal reality: enrollment season hits like a tidal wave. What was

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Four Generations, One Workforce: Cracking the Benefits Code

In just two years, benefits options have surged by 23% – from 175 in 2023 to 216 in 2024 – driven by the need to cater to four distinct generations with different priorities working together in today’s workforce.  Generation Z: Realistic Innovators BORN:  1997-2012 FOCUS:  Wellness and Flexibility Members of Gen Z, also called Zoomers, have been shaped by global connections, social media, and economic uncertainty. As digital natives, they work to build personal brands

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The $147 Billion HSA Opportunity Banks Cannot Afford to Miss

The Health Savings Account (HSA) market has quickly emerged as one of the most lucrative and rapidly expanding segments in financial services, yet traditional banks have largely remained on the sidelines. With HSA assets projected to reach nearly $147 billion across over 39 million accounts by the end of 2024, marking a 19% year-over-year growth, the pressing question is not whether banks should enter this market, but how swiftly they can act to seize their

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WHITEPAPER: Generational Differences in Employee Benefits: Insights for Benefits Professionals and HR Leaders

Benefits professionals and HR leaders face the enormous challenge of designing effective employee benefits packages that serve up to four distinct generations working side by side. The complexity of this task continues to grow, with SHRM’s latest data revealing a 23% increase in available benefits options in just the past two years – from 175 in 2023 to 216 in 2024.This expansion reflects more than just market innovation; it underscores the critical need for employers

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How the One Big Beautiful Bill Act Will Transform Your Employee Benefits Strategy

How the One Big Beautiful Bill Act Will Transform Your Employee Benefits Strategy; image of 6 people in a professional environment looking happy and talking

H.R. 1 of the 119th Congress, aka the One Big Beautiful Bill Act (OBBBA), was signed into law on July 4, 2025. This legislation is a comprehensive reimagining of how America supports working families. For benefits professionals, this sweeping reform presents both novel opportunities and immediate challenges that will reshape the employee benefits landscape for years to come.  At its core, the OBBBA recognizes a fundamental truth: today’s workers are juggling more responsibilities than ever

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HSA Expansion Opens the Door to Millions 

HSA Expansion Opens the Door for Millions

The Health Savings Account (HSA) landscape is about to experience its most significant expansion in decades. H.R. 1 (119th Congress), Pub. Law 119‑21 (also known as the One Big Beautiful Bill Act (OBBBA)), signed into law on July 4, 2025, automatically treats all Bronze and Catastrophic level health plans available on ACA exchanges as HSA-qualified high-deductible health plans (HDHPs) for plan years beginning after December 31, 2025.  It is important to note that the provision only applies to

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CASE STUDY: From COBRA Storms to Clear Sailing

Like many TPAs, EBPA built its reputation on high-touch service, strong compliance, and long-standing client relationships. But as their COBRA platform aged, it became more of a liability than an asset. System errors, reporting headaches, and weak support from their vendor created daily operational challenges, limiting their ability to grow. After an unsuccessful upgrade attempt, EBPA recognized the need for a new direction. They needed a modern COBRA solution—one that could streamline operations, scale with

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Building Customer Loyalty and Retention with Financial Wellness

Financial Wellness Programs Can Increase Loyalty and Retention

Traditional banking services alone are no longer sufficient to maintain customer loyalty. Today’s banking customers demand more than transactions and simple accounts; they want financial guidance and tools that can help them thrive. As consumers become increasingly conscious of their overall financial health and seek more support from their financial institutions, banks and credit unions must evolve beyond basic transactional relationships to become true partners in their customers’ financial journey. Financial wellness initiatives that incorporate

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CASE STUDY: TPA Streamlines Operations, Expands Business with DataPath Solutions

Flexplan Administrators, headquartered in Tulsa, Oklahoma, is a national third party benefits administrator providing administrative services for employee benefit programs under IRC and Section 125. As Flexplan sought to grow its business, the TPA faced several challenges due to using different administration platforms for CDH and COBRA management. The multi-platform approach limited its ability to provide integrated services and grow its HSA business with financial institutions. In 2022, Flexplan transitioned its business to DataPath to

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