So, you are saying that you have HDHP coverage through your work, and that your wife had an FSA starting in September...is that right?
What kind of HDHP coverage did you have? Family or Self-only?
If, in fact, you had HDHP coverage from January to August, then your HSA contribution limit will be your HDHP coverage (8,300 if Family or 4,150 if Self-only) times 8 months. Plus since this is your HSA (the HSA belongs to the individual so each of you can have one), if you are 55+, add 1,000 times 8 divided by 12 to the previous total.
It does not matter when you made contributions over the year (yes, I know the documentation makes it sound like it does), if the total that you contributed does not exceed the previous total for your annual HSA contribution limit, then you do not need to withdraw anything. Not to worry, TurboTax will walk you through this.
What is the policy of your employer vis-a-vis the $100 in the FSA? If she is not enrolled in the FSA for 2025, how can she still use that $100 for medical expenses? It would be better if the employer would just refund that $100 to you so there would be no confusion. And because that $100 was not taxed last year, you would have to add it to other income - but ask your employer because if they refunded the $100, they might add it to your W-2 automatically - this would be good and easier for you.
There are two types of FSAs that do not conflict with an HSA:
• Limited-purpose health FSA or HRA. These arrangements can pay or reimburse the items listed earlier under Other health coverage except long-term care. Also, these arrangements can pay or reimburse preventive care expenses because they can be paid without having to satisfy the deductible.
• Post-deductible health FSA or HRA. These arrangements don’t pay or reimburse any medical expenses incurred before the minimum annual deductible amount is met. The deductible for these arrangements doesn’t have to be the same as the deductible for the HDHP, but benefits may not be provided before the minimum annual deductible amount is met.
Is it possible that your FSA was one of these? You may need to ask HR about this.
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