You can change your Flexible Spending Account election, or vary the salary reduction amounts you have selected during the plan year, only under limited circumstances as provided by your employer's plan and established IRS guidelines. A partial list of permitted qualifying events under your employer's plan appears above.
Election changes must be consistent with the event. For example: if you get divorced, an IRS special consistency rule allows you to lower or cancel your Healthcare FSA coverage for the individual involved. The Benefits Administration Unit of Risk Management will review on a uniform and consistent basis the facts and circumstances of each properly completed and timely submitted mid-plan year election change form.
To Make a Change: Within 45 days (60 days to add newborns) of an QE, you must complete and submit a flexible benefits change in status form and health plan status change forms to your Department Personnel Representative (DPR).
Documentation supporting your election change request is required.
Do not delay submission of your change in status and health plan status change forms while you gather your documentation. Simply forward the forms to your DPR and present your documentation as soon as it becomes available.
Upon the approval and completion of processing your election change request, your existing elections will be stopped or modified (as appropriate). Generally, mid-plan year, pre-tax election changes can only be made prospectively, no earlier than the beginning of the pay period after your election change request has been received by the Benefits Administration Unit, unless otherwise provided by law.
Changes to add a new dependent become effective the first day of the month following receipt of a timely request. Birth, adoption or placement for adoption become effective as of the event date.
Payroll changes to delete a dependent become effective the first day of the pay period following receipt by the Benefits Administration Unit.
Your period of coverage for FSAs is your full plan year, unless you make a permitted mid-plan year election change, terminate employment or lose eligibility for group coverage.
A mid-plan year election change will result in split periods of coverage, creating more than one period of coverage within a plan year with expenses reimbursed from the appropriate period of coverage.
Money from a previous period of coverage can be combined with amounts after a permitted mid-plan year election change. However, expenses incurred before the permitted election change can only be reimbursed from the amount of the balance present in the FSA prior to the change.
Mid-plan year election changes are approved only if the extenuating circumstances and supporting documentation are within your employer's, insurance provider's and IRS regulations governing the plan.