Fully Configurable Account Rules
Categories, limits, funding, carryover, proof requirements, taxability, and eligibility by role, region, or team — every program is a versioned policy, not a vendor contract.
Benefits Administration · Flexible Spending Framework Accounts
Reimbursable Spending Accounts Built for What Employees Actually Need
Personalized, flexible, and fully configurable accounts — designed to support employee well-being beyond standard benefits.
Beyond standard group medical, modern workforces need programs that match modern life. The Benefits Reimagined Flexible Spending Framework (FSF) lets employers configure lifestyle, student loan, family-support, childcare, commuter, tuition, and voluntary benefit reimbursement programs in minutes — with clear rules, automated receipt verification via IntelliVerify, payroll integration, and the same consumer-grade experience whether the account is tax-advantaged under §125 / §127 / §132 or an employer-funded taxable stipend.
LSA · Student Loan · Family · Care
HSA · FSA · HRA / ICHRA · Commuter
Mobile-first claims
IntelliVerify validation
Reimagining Flexible Spending Framework (FSF)
"Employees pay for everyday expenses — tax-free and stress-free. Flexible Spending Framework (FSF) accounts are employer-funded or employee-elected accounts designed to cover specific categories of expense: employees pay upfront, submit eligible costs, and get reimbursed quickly and securely. With Benefits Reimagined they are completely configurable — whether the goal is boosting retention, supporting hybrid workforces, or expanding family support — and they run on the same engine as the tax-advantaged accounts, so there is one dashboard, one mobile app, one admin console, and one AI to power it all."
Account Types
HSA, HRA / ICHRA, FSA, LSA, student loan, family, care
Claims Experience
Mobile upload, AI validation
Easy Administration
Thresholds, delegation, bulk, audit
Unified with FSA · HSA · HRA / ICHRA
One platform, tax rules respected
Real-Time Analytics
Participation, burn, cohorts
10
account types on one engine — HSA, integrated and post-deductible HRA, ICHRA / QSEHRA, DCFSA, transit and parking, HSA-compatible LPFSA, LSA, student loan, fertility and family building, childcare and eldercare
1
claims experience — the same mobile upload, the same validation, the same reimbursement rail whether the account is taxable or Section 125
3
claim outcomes, each explained — auto-approved, routed for review, or declined with the policy line that decided it
0
vendor portals — reimbursements post through payroll or direct deposit from the platform your employees already use
From Program Design to Reimbursement in the Paycheck
Follow a lifestyle account from the policy that defines it, through an employee's claim, the administration behind it, its place beside FSA and HSA, and the analytics that show whether it is working.
Every account type, configured to your values
Each program is a configuration, not a product: eligible categories, annual or periodic limits, funding source, carryover and forfeiture logic, proof requirements, taxability, and who qualifies by role, region, or team. HSAs, integrated and post-deductible HRAs, ICHRA and QSEHRA, dependent care FSAs, transit and parking, and HSA-compatible limited-purpose or post-deductible FSAs and HRAs carry their IRS rules; Lifestyle Spending Accounts cover mental health, home office, and fitness; student loan repayment tracks servicer statements, budgets, and §127 treatment; fertility, surrogacy, and family-building accounts and childcare or eldercare support follow your policy; and voluntary benefits such as pet insurance premiums or legal consultations can be reimbursed too.
What it delivers
- Lifestyle Spending Accounts — eligibility rules, limits, and carryover logic you define
- Student Loan Repayment — servicer statements, monthly or annual budgets, and §127 tax treatment
- HSA, HRA / ICHRA, DCFSA, LPFSA, and Transit / Parking — IRS limits, substantiation, and Section 125 handled by the engine
- Fertility / Family Building, Childcare / Eldercare, Pet Insurance & Legal Plans — reimbursable voluntary benefits on the same engine
Why it matters
Programs reflect your organization's goals — retention, hybrid work, family support — without a vendor per program.
Adding a program is a policy version with an approval step, live for the populations it names on its effective date.
A mobile-first claim with intelligent validation
Employees upload receipts via the BR mobile app or desktop and pick the account; BR IntelliVerify reads the receipt, matches merchant, date, and amount, checks the category against the program's eligible list, flags duplicates across accounts and plan years, and auto-validates according to your documentation policy. The employee sees the outcome and the reason — approved, needs a better image, not an eligible category — and the reimbursement lands in the next payroll or by direct deposit.
What it delivers
- Receipt capture from phone or desktop with automatic data extraction
- Eligibility check against the program's category list and remaining balance
- Duplicate detection across accounts, plan years, and dependents
- Plain-language outcome with the policy line that decided it, and Athena to explain
Why it matters
Faster processing for employees, fewer questions for HR, and no ineligible reimbursements slipping through.
A blurry receipt is "please retake the photo," not a rejection — the claim waits, the balance is held.
Administration that scales with the program
Bulk-upload claims from a legacy vendor, automate approvals based on thresholds, and delegate review roles for decentralized management — a campus or a plant can approve its own claims within limits you set — with audit logs on every decision. Budgets, categories, and proof rules change by policy version, not by ticket, and the Workflow Control Tower carries escalations, SLAs, and delegation cover the same way it does for enrollment.
What it delivers
- Threshold-based auto-approval with manager or HR review above the line
- Delegated review roles by entity, site, or team, attributed and time-boxed
- Bulk import for migrations and vendor takeovers with validation on entry
- Audit log per claim: receipt, extraction, checks, decision, approver, payment
Why it matters
Decentralized where it helps, controlled everywhere.
A finance question about Q3 reimbursements is an export with every receipt attached.
Unified with the rest of your benefits
Benefits Reimagined combines FSF accounts with FSAs, HSAs, HRAs and ICHRAs, and commuter benefits on a single platform — no disconnected systems or multiple vendor portals. The engine knows the difference: Section 125 elections and IRS limits for FSA and HSA, substantiation rules for card transactions, HRA / ICHRA reimbursement chains, pre-tax commuter limits — and keeps each account's tax treatment and evidence separate while the employee sees one balance view and one claims flow.
What it delivers
- One dashboard to manage all reimbursements — taxable lifestyle programs beside tax-advantaged accounts
- One mobile app for employees; one admin console for claims, rules, and reports
- One AI engine — BR IntelliVerify — powering receipt reading and validation across every account
- Tax rules per account type applied automatically: §125, §127, §132, HSA eligibility, HRA / ICHRA chains
Why it matters
Employees stop asking which portal; administrators stop reconciling vendors.
FSF accounts and tax-advantaged accounts share a goal — reimbursing eligible expenses — but differ in structure, compliance, and use case; the platform keeps those differences, the experience hides them.
Real-time analytics & insights
Track participation, usage trends, and budget burn rates by program; run cohort analysis to understand the impact by department, location, tenure, or role. Every figure is as-of a date and traceable to the claims behind it, so the question "is the childcare account working?" gets an answer with the evidence attached — and the next program change gets modelled before it is approved.
What it delivers
- Participation and utilization by program and population, with budget burn against pace
- Cohort analysis — usage by department, site, tenure band, or hybrid status
- Forecasting of plan-year spend and forfeiture under current and proposed limits
- Anomaly signals: duplicate patterns, merchant concentration, category drift
Why it matters
Program design decisions rest on usage, not anecdotes.
Small cohorts are suppressed automatically, so a department of four never becomes identifiable.
Core Capabilities of the Flexible Spending Framework (FSF)
Configurable programs, a mobile-first claim, intelligent validation, decentralized administration with control, and one platform for taxable and tax-advantaged accounts alike.
Mobile-First Claim Experience
Employees upload receipts via mobile or desktop; data is extracted automatically and the outcome — with its reason — appears in seconds, not days.
Intelligent Claim Validation
BR IntelliVerify matches receipts, flags duplicates across accounts and years, and auto-validates against your documentation policy; uncertain claims go to a person with the evidence attached.
Easy Administration
Bulk upload claims, automate approvals based on thresholds, and delegate roles for decentralized management — with audit logs on every decision and payment.
Unified with the Rest of Your Benefits
FSF accounts, FSAs, HSAs, HRAs and ICHRAs, and commuter benefits on one platform with the right tax treatment per account — including ICHRA reimbursement chains.
Real-Time Analytics & Insights
Participation, usage trends, budget burn, and cohort analysis by department or location — as-of-dated, traceable to claims, and modelled before a program change is approved.
Athena inside Spending Accounts
"Is This Eligible?" Answered Before the Purchase
Athena reads each program's policy and the employee's balances, so the most common reimbursement question — is this covered, and how much do I have left — is answered before the receipt exists. For administrators, Athena explains why a claim was routed or declined, spots duplicate and drift patterns, and models what a limit change would cost.
- "Can I use my LSA for this?" — the category decision from the program's eligible list, with the remaining balance and the proof needed
- "Why was my claim sent to review?" — the threshold or proof rule that routed it, and what would let it auto-approve next time
- Claim triage for admins — duplicates, category drift, and merchant concentration surfaced with the claims behind them
- Program modelling — "what if we raise WFH to $200?" — cost by population, from current usage
- Tax treatment explained — why one reimbursement is taxable and another is not, in plain language, from the account type
Can I get a standing desk reimbursed, and from which account?
AthenaYes. A standing desk is eligible under Work-From-Home support (you're hybrid, so you qualify) — you have $150 left this quarter — and also under your Lifestyle Spending Account as home-office equipment, where you have $125 left. Since the desk is likely more than $150, I'd claim it under WFH first and the remainder under LSA; the WFH portion is non-taxable, the LSA portion is taxable income.
Work-from-home · this quarter$150 available · non-taxable
Lifestyle account · plan year$125 available · taxable
Start a split claim
What proof do I need?
Show my balances
I already bought a desk in March — does that count?
AthenaI found a $412 standing-desk claim from 03/14 that was approved under WFH. A second desk would be flagged as a duplicate category within the same plan year under your policy, so this one would go to review rather than auto-approve. If it's a replacement, add a note and your HR partner can approve it.
Ask Athena about your accounts…
What the Flexible Spending Framework (FSF) Changes
Programs that reflect your values
Lifestyle, student loan, family building, care, and voluntary benefits configured to your goals, not a vendor's catalogue.
Claims employees finish in a minute
Photo, account, done — with the outcome and its reason on screen.
No ineligible or duplicate reimbursements
IntelliVerify checks category, duplicates, and thresholds before money moves.
Administration that delegates safely
Thresholds and attributed delegation put approvals where the context is, with audit on every one.
One platform for every account
Taxable and tax-advantaged accounts side by side — one app, one console, one AI.
Programs measured, then improved
Participation, burn, and cohort impact drive the next policy version.
Begin Personalizing Benefits Today
The Flexible Spending Framework (FSF) isn't just about reimbursements — it's a statement of your organization's commitment to holistic well-being. Benefits Reimagined runs them in the same console and mobile app as enrollment, on SAP BTP and AWS, so a new program reaches employees the day it is approved and its reimbursements post through the payroll they already trust.
- Admin: program catalogue — programs as policy versions with categories, limits, proof, taxability, eligibility, and impact preview before approval
- Admin: claims workbench — auto-approved, in-review, and declined claims with extraction, checks, and evidence; delegation and SLAs from the Workflow Control Tower
- Admin: payments and finance — reimbursements through payroll or direct deposit, taxable/non-taxable split, GL codes per program, signed exports
- Employee: accounts and claims — balances across every account, a one-minute claim from the BR mobile app, outcomes with reasons, and Athena for "is this eligible?"
- Analytics: program intelligence — participation, burn vs pace, cohort impact, and anomaly signals — as-of-dated with small-cohort suppression
Launch programs that reflect your values
Bring your program ideas and one month of claims from your current vendor. We'll configure the programs, run a claim from a phone to a paycheck, and show the participation view that tells you which ones are working.
§125 · §127 · §132 aware
IntelliVerify validation
Payroll-posted
SOC 2
ISO 27001
GDPR
Flexible Spending Framework (FSF) FAQs
FSF accounts are employer-funded or employee-elected accounts designed to cover specific categories of expense — lifestyle, student loan repayment, home office, family building, childcare and eldercare, or voluntary benefits. Employees pay upfront, submit eligible costs, and are reimbursed; the employer defines the categories, limits, proof, and taxability as policy.
They share a goal — reimbursing employees for eligible expenses — but differ in structure, compliance, and use case. FSAs and HSAs are tax-advantaged under IRS rules with defined eligible expenses and limits; HRAs and ICHRAs are employer-funded and plan-defined; FSF accounts are flexible, usually taxable, and shaped by company policy. Benefits Reimagined runs all of them on one engine and applies the right tax treatment to each.
BR IntelliVerify reads the receipt, extracts merchant, date, and amount, checks the category against the program's eligible list, detects duplicates across accounts and plan years, and applies your documentation policy and approval thresholds. Clear cases auto-approve; uncertain ones go to a person with the evidence attached; declines show the policy line that decided them.
Yes. Review roles can be delegated by entity, site, or team within thresholds you set, with every approval attributed to the delegate and the person they act for, time-boxed, and logged.
Reimbursements post through payroll or direct deposit from the platform. Each program carries its tax treatment — taxable lifestyle stipends are recorded as imputed income, accountable-plan WFH reimbursements and §127 education assistance are non-taxable within their limits, and §125/§132 accounts keep their pre-tax handling — with the split available to Finance on every export.
Yes. Historical claims and plan-year balances can be bulk-imported with validation on entry — duplicates rejected, balances reconciled — so employees see their full history on day one and no one is reimbursed twice.
Yes. Individual-coverage HRAs are administered as a governed monthly chain — class, affordability, offer, policy, proof, premium, and payment — rather than as a plan subtype, so termination, COBRA, and downstream feeds behave correctly.
One Engine, Every Account
Configurable programs, a one-minute claim, intelligent validation, and reimbursement in the paycheck — beside FSA, HSA, and HRA / ICHRA on the platform employees already use.