Same pre-tax idea, opposite personalities. One table, then the rule that settles it.
Updated October 2026 · 2026 limits
The short version: if you're healthy and can take an HDHP, the HSA almost always wins long-term — its money never expires. The FSA wins when you need predictable, immediate medical spending with no high-deductible plan in the picture. Many employers let you hold a limited-purpose FSA alongside an HSA for dental and vision.
| FSA | HSA | |
|---|---|---|
| Eligibility | Any employer plan offers it | Requires HSA-qualified HDHP |
| 2026 limit | $3,400 (health care) | $4,400 self / $8,750 family |
| Money expires? | Yes — year-end, grace period, or $680 carryover | Never — rolls forever |
| Access to full amount | Day one (employer fronts it) | Only what's actually deposited |
| Portable between jobs? | No — usually ends at termination | Yes — it's yours |
| Earns interest / investing | Rarely | Yes — interest and investments |
| Early non-medical withdrawal | Just forfeits what's unspent | Tax + 20% penalty (before 65) |
| Changes mid-year | Locked except life events | Contribute anytime up to tax deadline |
The FSA's biggest weakness, dated.
$3,400 / $680 / $7,500.
The spend-down playbook.
The yes/no list.
$4,400 / $8,750 / $1,000.
The HSA interest-rate table.