The IRS just released the 2027 limits for health savings accounts (HSAs) and high-deductible health plans (HDHPs), and yes, the numbers are going up.
The 2027 updates may look minor on paper, but they affect the details employers cannot afford to miss. Here is where the new limits landed and what to review before open enrollment picks up.
The New 2027 HSA and HDHP Numbers
For 2027, the annual IRS adjustments affect three key areas: HSA contribution limits, HDHP minimum deductibles, and HDHP out-of-pocket maximums.
HSA contribution limits
- Self-only coverage: $4,500, up from $4,400 in 2026
- Family coverage: $9,000, up from $8,750 in 2026
- Catch-up contribution for individuals age 55 and older: $1,000, unchanged
HDHP minimum deductibles
- Self-only coverage: $1,750
- Family coverage: $3,500
HDHP maximum out-of-pocket limits
- Self-only coverage: $8,700
- Family coverage: $17,400
Three Areas to Update Before Enrollment
Before open enrollment begins, focus on these three areas to make sure the new limits are reflected everywhere they need to be.
Plan design
Review your HDHP cost-sharing limits to confirm deductibles and out-of-pocket maximums meet the 2027 requirements.
Payroll and benefits systems
Review your benefit election process and work with your payroll provider to help keep pre-tax HSA contributions within the adjusted IRS limits.
Employee communications
Update enrollment guides, benefit summaries, and other plan communications with the new HSA contribution limits and HDHP thresholds.
When your numbers match across every touchpoint, employees get clearer guidance, and your team avoids preventable cleanup.
2026 vs. 2027 HSA and HDHP Limits
| Type of limit | Coverage | 2026 | 2027 | Change |
| HSA contribution limit | Self-only | $4,400 | $4,500 | Up $100 |
| Family | $8,750 | $9,000 | Up $250 | |
| HSA catch-up contribution (not subject to adjustment for inflation) |
Age 55 and older | $1,000 | $1,000 | No change |
| HDHP minimum deductible | Self-only | $1,700 | $1,750 | Up $50 |
| Family | $3,400 | $3,500 | Up $100 | |
| HDHP maximum out-of-pocket expense limit (deductibles, copayments, and other amounts, but not premiums) |
Self-only | $8,500 | $8,700 | Up $200 |
| Family | $17,000 | $17,400 | Up $400 |
Get Support Before Enrollment Starts
CBIZ helps you align your HSA and flexible benefits with your broader strategy. Start planning now with an advisor and learn more about Flexible Benefits
Frequently Asked Questions
In most cases, yes. Unlike many other benefit elections, HSA payroll contributions can generally be increased, decreased, or stopped during the year, subject to your employer’s administrative process. That flexibility can help employees adjust contributions as their financial needs or medical expenses change, but the annual IRS limit still applies. Employers should make sure employees understand how contribution changes work and how to submit them.
No. Once an individual is enrolled in any part of Medicare, they can no longer make or receive HSA contributions. However, they can still use the money already in the account for qualified medical expenses. This is an important point for employees nearing Medicare eligibility, especially if they plan to keep working and participating in the employer’s health plan.
Yes. HSA contribution limits apply on a calendar-year basis, while HDHP deductible and out-of-pocket limits apply based on the plan year. That means employers with non-calendar-year plans may need to manage two different timing rules at once. It is important to coordinate plan administration, payroll settings, and employee communications carefully, so the correct limits apply at the right time.
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