HSA Assets Surpass $100 Billion Milestone

Research shows that assets in health savings accounts continue to rise, growing to reach a landmark threshold last year.

Health savings accounts surpassed $100 billion in total assets for the first time in 2022, and accounts experienced robust asset growth early in 2023, new research from HSA consultant Devenir Group LLC shows.

Total assets in health savings accounts were buoyed by strong market returns and the influx of January contributions, reaching $112.5 billion at the end of January, up 8% since year-end 2022, the Devenir January 2023 Supplemental Survey found.

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“Despite significant market headwinds, we saw more health savings accounts utilizing investments than ever before as account holders continue to recognize the long-term growth potential that HSAs offer,” stated Jon Robb, senior vice president of research and technology at Devenir, in a press release.

Holders fund the HSA accounts through payroll or individual deferrals, much as they contribute to a workplace retirement plan or IRA. Employers can seed the accounts with annual contributions and offer matching contributions when employees contribute, while employees contribute individually.

With health care costs rising, many employers are  managing employee health care expenses with a high-deductible health plan, in which workers pay a lower monthly premium but a higher deductible. High-deductible health plans can be paired with health savings accounts as an additional benefit for employees.

Looking Forward From Last Year

At the end of 2022, accounts held $104 billion in 35.5 million accounts—a year-over-year increase of 6% for assets and 9% for accounts—according to the “2022 Year-End Devenir HSA Research Report.”

Invested account dollars—HSA assets not held in cash deposits—were $33.8 billion at year-end 2022, compared to $34.4 billion a year earlier and $23.8 billion at the close of 2020, Devenir found.  

“The pace of account growth remained strong throughout 2022 after the COVID-19 pandemic and related impacts to the employment market began to subside,” the report stated.

At year-end 2021, total HSA assets were $98 billion held in 32.5 million accounts, with $63.6 million in cash deposits, data shows.

HSA providers project asset growth of 13% in 2023, forecasting their own business will increase by 17% for the period, the Devenir report found. The firm projects the HSA market will near 43 million accounts by the end of 2025, holding almost $150 billion in assets.

Contribution Sources

Devenir identified several sources of 2022 account contributions.

Employees contributed 63%, employers contributed 26% and individual contributions (made outside of workplace deferrals) were 11%, the data showed.

The average employer contribution was $869, the average employee contribution was $2,147 and the average individual contribution outside of workplace deferrals was $2,037, Devenir’s research showed.   

Account Balances

More than half (52%) of HSAs hold less than $499, the Devenir said. The full breakout is as follows:

  • 21% of accounts had $0 in assets;
  • 31% of accounts held between $1 and $499;
  • 11% accounts held between $500 and $999;
  • 11% held between $1,000 and $1,999;
  • 13% held between $2,000 to $4,999;
  • 7% held between $5,000 and $9,999;
  • 5% held between $10,000 and $24,999; and
  • 2% of accounts have assets of $25,000 or more.

Account Holders Delay Funding

Benefits open enrollment season for employers effects account holders’ funding, Devenir data showed. Accounts opened during the fall open enrollment season often remain unfunded until early the following year, a pattern that has held since at least 2011, the earliest year for which Devenir provided data.

  • There were 32.5 million accounts open that were left unfunded at year-end 2021, and by mid-year 2022, 33.9 million were funded;
  • 30.2 million open accounts were unfunded at year-end 2020, and by mid-year 2021, 31.1 million were funded; and
  • 28.3 million open accounts were unfunded at year-end 2019, and by mid-year 2020, 29.3 million were funded.

Accounts opened in 2022 had an average balance of $1,436, compared to a $1,420 average balance at the end of 2021 for accounts opened in 2021, data shows.

“We believe a contributing factor to the trend of newer accounts having higher balances is a result of HSA providers reporting M&A or account transfers from existing accounts in 2022 as having been opened the same year,” the report stated.

Devenir gathered the data in the 2022 Year-End HSA Market Survey. The survey was conducted in early 2023 and largely consisted of responses from the largest 100 providers in the HSA market. All data was requested for the period ending December 31, 2022.

Plan Sponsors Seek Liquid, Portable Retirement Income Solutions

Most plan sponsors hope their retirement income solutions provide a paycheck-like experience to participants, T. Rowe Price research found.  

When looking to offer participants a paycheck-like retirement income experience, defined contribution plan sponsors are most interested in liquid and portable solutions, according to data published by T. Rowe Price in March. 

More than half of plan sponsors (59%) cited “recognition of the need to help participants convert DC plan balances to retirement income” as the most influential factor driving their interest in exploring or offering retirement income solutions, T. Rowe Price’s “Implementing an In-Plan Retirement Income Solution” report showed. 

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But when plan sponsors and consultants were asked to identify which retirement income products and features have the greatest appeal, T. Rowe Price’s survey results yielded little differentiation of potential solutions. 

Among the surveyed plan sponsors, simple systematic withdrawal capability was rated as the most appealing solution, followed closely by target-date investments with a managed payout feature and investment solutions to help maximize Social Security benefits. Consultants and advisers also rated these options as the most appealing. 

Having an annuity portal (access to out-of-plan annuities) and bond ladder-based investment options were rated the lowest by plan sponsors. 

Notably, T. Rowe Price found that non-guaranteed income solutions gained the most support from plan sponsors, consultants and advisers. Jessica Sclafani, T. Rowe Price’s senior defined contribution strategist and the author of the report summarizing the study, said in an emailed response that she believes this reflects where many plan sponsors are today in their retirement income journey: primarily focused on supporting retired participants in recreating the paycheck experience they had while employed.  

“While the immediate focus appears to be on creating an income stream for retired participants, we still believe guaranteed solutions can have a place in building a thoughtful and comprehensive in-plan retirement income program,” Sclafani says. 

Compared to other retirement income options, plan sponsors also showed a lack of conviction for an in-plan annuity, in-plan deferred income annuity or a qualified longevity annuity contract, according to survey results.  

This trend is in line with T. Rowe Price’s finding that plan sponsors are most interested in liquid income options, as annuities require participants to lock up a large portion of their money in a contract, unless one is willing to pay a penalty for liquidity.  

As plan participants are increasingly keeping their assets in plan through retirement, the report argues that this emphasizes the need for DC plan sponsors to consider how their participants can best withdraw these savings throughout retirement. 

The survey found that around DC plan participants aged 65 and older who left their jobs one year prior still had around 50% of their assets left in their plan in 2021. Overall, the average percentage of DC account value staying in plan for three years after retirement has been trending upward over the past several years, according to T. Rowe Price.  

A Managed Payout 

T. Rowe Price offers a managed payout solution that is designed to provide a monthly payment based on a 5% annual withdrawal target, which is adjusted for investment performance over time.

The managed payout, which was implemented in 2019, is an additional vintage of the plan’s target-date suite and is only available to fully vested, terminated or retired participants who have reached the age of 59.5 or older to avoid penalties. This is a payout solution that retired participants could opt into. 

“We did this to increase the predictability of the year-over-year monthly ‘paycheck’ in retirement and reduce the impact of market volatility on distributions, which—considering the volatile market environment that participants experienced in 2022—is increasingly appealing,” the report stated. 

The managed payout was also designed to be flexible so that participants can withdraw funds from the target date vintage with the managed payout feature at any time. The amount of the monthly payments will automatically adjust based on changes in the number of units owned by the participants, according to T. Rowe Price.  

While a conventional drawdown rate is 4%, T. Rowe Price chose the 5% rate because those in early retirement tend to underspend, often in fear that they will run out of money. The higher rate is meant to encourage them to “enjoy their golden years fully,” as opposed to later, when they may not be physically able to check things off their retirement bucket list. The 5% rate is also based off of the average monthly net asset value of the target-date trust over the previous five years. 

According to T. Rowe Price, the managed payout solution is something plan sponsors can opt to “turn on,” as opposed to a separate investment outside of the current suite of retirement date investments that would require more extensive monitoring.  

Currently, more than 30 plan sponsors have added T. Rowe Price’s managed payout investment options, most of whom decided to do so in 2022. This capability was only first introduced to the DC marketplace in 2019. 

T. Rowe Price terms managed payouts a “doable first step” for plan sponsors but advises them to “take a stab at defining what success looks like for their committee prior to implementation.”

Sclafani added that solving for in-plan retirement income is an “iterative process” that requires a variety of solutions. 

We are encouraging plan sponsors to consider building a retirement income ecosystem that includes a plan design able to facilitate retirement income ‘paychecks,’ a broad array of investments—which may include personalized and/or insured solutions, as well as access to advice,” Sclafani said.  

This data is based off of the T. Rowe Price Retirement Income Plan Sponsor Survey, which was conducted in November 2020 and included responses from 211 DC plan sponsors. In addition, the second annual T. Rowe Price Defined Contribution Consultant and Advisor Study was conducted at the end of 2021, with responses from 32 firms with more than 33,000 plan sponsor clients. 

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