HSA Employer Customer Service1-866-988-2006
Every company is different. Your industry, geography, educational level and demographics of your employees, and company culture have a big impact on your employees’ engagement with selecting benefits. Use your instincts and rely on what has worked best for you in the past.
Here are five general practices to help you achieve success with the rollout of your HSA program1.
Engage senior management and managers
- Get buy in and active support from your company’s senior leaders.
- Train your entire HR staff on HSAs.
Keep the focus on employee needs throughout the communications process
- Focus on how employees benefit — not the company — from this change.
- Show employees how they can save money in premiums. Emphasize your company’s investment in their health and financial well being.
- Don’t give too much information too quickly. Introduce HSAs at a high level, and then follow up with details.
- Provide access to information for spouses and families if possible.
Start communicating early and be consistent
- Ideally, large employers should start communications nine months in advance; mid-size companies should begin at least six months before enrollment season, and smaller groups should start at least three months prior.
- Make sure information is presented in an easy-to-understand way.
Look to your own best practices and successes for what works
- Each company has different dynamics so look back at your most successful communications efforts and use them as a guide.
Survey employees about ways to make the HR communication more effective
- Ask them what they liked and disliked.
- Solicit input on ways to be more effective in communicating.
If you have any questions, please contact the Employer Customer Service team at 1-866-988-2006, Monday through Friday, from 7:00 a.m. to 8:00 p.m. Central Time. or contact your relationship manager.
This information is intended to provide informational resources to employers. Please consult with your legal counsel about program design and how to prevent ERISA application to your HSA program. In this guide, Wells Fargo is providing examples that have worked for other customers. You will need to assess if they work in your situation. Wells Fargo does not give legal or tax advice. Wells Fargo Health Benefit Services, a division of Wells Fargo Bank, N.A., does not offer health insurance plans or wellness programs.
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