Healthcare & Benefits calculators

IRC § 223 (Health Savings Accounts — establishment

Federal HSA Contribution & Tax Benefit Calculator

Compute the IRC § 223 Health Savings Account maximum contribution and triple-tax-advantage benefit for the 2026 tax year. Models the self-only ($4,400 est.) and family ($8,750 est.) contribution limits, the age-55+ catch-up ($1,000 statutory under § 223(b)(3)), the immediate federal + state + FICA tax savings (FICA layer only via Section 125 payroll), the § 4973(g) 6% excise tax on excess contributions, the § 223(f)(4) 20% additional tax on non-qualified withdrawals before age 65, and the long-horizon tax-free growth projection under § 223(e)(1). Federal-pure mechanics — HDHP eligibility under § 223(c)(2) (2026 estimated: $1,700 / $3,400 minimum deductible, $8,500 / $17,000 maximum OOP).

IRC § 125 (Cafeteria Plans — umbrella for pretax health and dependent care benefits)

Federal Health & Dependent Care FSA Calculator

Compute the IRC § 125 Health FSA (2026 estimated $3,500 limit) and IRC § 129 Dependent Care FSA (statutory $5,000 / $2,500 MFS) contribution and tax-benefit. Models the use-it-or-lose-it rule under Treas. Reg. § 1.125-5, the employer-elected $680 (2026 est.) carryover under Notice 2013-71, the alternative 2.5-month grace period under Notice 2005-42 (mutually exclusive with carryover), the forfeiture risk net of safety valves, the immediate federal + state + FICA tax savings (7.65% FICA always available via § 125 payroll), the W-2 inclusion treatment of excess elections, and the structural tradeoffs vs IRC § 223 HSA. Federal-pure mechanics.

F.S. § 627.6692 (Florida Health Insurance Coverage Continuation Act / "Florida Mini-COBRA")

Florida Mini-COBRA Health Insurance Continuation Calculator

Estimate the monthly and 18-month cost of continuing employer-sponsored health coverage under F.S. § 627.6692 (Florida Mini-COBRA) and compare to the ACA marketplace and any available spousal employer plan. Florida Mini-COBRA extends continuation rights to employees of Florida employers with fewer than 20 employees — the gap below federal COBRA's 20-employee threshold under 29 U.S.C. § 1161 — at up to 102% of the full group premium (100% premium plus a 2% administrative fee) for up to 18 months. The 30-day election window under F.S. § 627.6692 is materially shorter than federal COBRA's 60-day window and is the most common source of accidental forfeiture, so the calculator surfaces the deadline prominently. The recommended-path output runs the three structural alternatives — Mini-COBRA, an ACA marketplace plan with any anticipated premium tax credit, and adding the household to a spouse's employer plan through the loss-of-coverage special enrollment period — and points at the lowest-priced viable path, with caveats about provider-network continuity, in-progress specialist relationships, and already-met deductible balances that often justify the higher Mini-COBRA premium when the prior plan is preferred.