Telehealth Relief Ending in 2023: Group Health Plans May Be Impacted

The Consolidated Appropriations Act (CAA), signed in March 2022, included relief that telemedicine coverage would be temporarily disregarded for purposes of HSA eligibility from April 1, 2022 through December 31, 2022.

This relief has not been extended. Beginning January 1, 2023, telemedicine coverage that provides services with no cost sharing before the minimum high deductible health plan (HDHP) deductible is satisfied would disqualify an individual from establishing or contributing to an HSA.


Could the same relief be granted or extended into 2023?
This relief for telemedicine was first granted by the Coronavirus Aid, Relief, and Economic Security (CARES) Act, and expired for plan years beginning after December 31, 2021.

The CAA, 2022, then provided additional relief from April 1, 2022 through December 31, 2022. It is possible that yet another piece of legislation could provide the same relief, and we will be sure to update our readers if further relief is granted.


How will this affect participants who are otherwise HSA eligible, but also have disqualifying telemedicine coverage?
Regardless of when a plan year began (or will begin), participants with telemedicine coverage that has no or low cost-sharing before the minimum HDHP deductible is met will be HSA-ineligible as of January 1, 2023, and for the foreseeable future.

Note: those HSA participants enrolled in no or low cost-sharing telemedicine after January 1, 2023 will not be eligible to contribute to an HSA until measures are put in place to comply with the HSA deductible rule. This includes employer contributions into an HSA as well.

Unless further relief is signed into law by January 1, 2023, one of the following changes must be made by employers currently offering their HSA enrollees low or no cost sharing telemedicine coverage:

  • Participants will need to be given the opportunity to drop the telemedicine coverage by 1/1/23. This option may or may not be possible due to midyear election change rules. Consult with your broker for more details.
  • The telemedicine coverage itself must be adjusted to require a participant to pay at least fair market value for services until the minimum HDHP deductible is met. This would ensure that the telemedicine coverage is no longer disqualifying coverage.
      • To make changes to telemedicine coverage, employers should contact their broker and/or telemedicine representative to discuss options.


It remains to be seen what will happen in the future with the interaction of telemedicine and HSA-eligibility. For now, employers who offer HSA disqualifying telemedicine coverage will need to make decisions to preserve HSA eligibility for their employees enrolled in a qualifying HDHP plan.

Employers are encouraged to communicate to HSA participants regarding plan changes due to the expiration of this relief.



While every effort has been taken in compiling this information to ensure that its contents are totally accurate, neither the publisher nor the author can accept  liability  for any inaccuracies or changed circumstances of any information herein or for the consequences of any reliance placed upon it. This publication is distributed on the understanding that the publisher is not engaged in rendering legal, accounting or other professional advice or services. Readers should always seek professional advice before entering into any commitments.

About Michelle Cammayo, Compliance National Practice Leader, Employee Benefits

Michelle Cammayo has close to 20 years of Employee Benefits experience specializing in all lines of health and welfare benefits. Today, Michelle works closely with clients and partners to provide guidance in areas of the law including ERISA, HIPAA, COBRA, FMLA and PPACA. She is also the IMA National Practice Leader for Compliance and endeavors to ensure IMA helps its clients manage and eliminate risk in the most effective manner. She is passionate about educating others and her passion for this shined in the COVID era where Michelle conducted weekly and then monthly webinars providing guidance to employers. Her podcast, Cammayo’s Compliance Talk, has gained popularity in the last three years to become a favorite amongst our clients. She also contributes regularly to our Blog and has authored several articles for industry-related newsletters. Michelle’s consultative approach with employers provides practical advice as employers endeavor to be compliant.

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