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Solutions for Plan Sponsors
Help Employees Save Today for Health Care in Retirement
With rising health care costs, adding retiree health care benefits to your plan can show your commitment to your employees’ long-term well-being.
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How MissionSquare Serves Plan Sponsors
With over 25 years of expertise in managing retiree health care services, our primary comprehensive solutions - Retirement Health Savings (RHS) and Employer Investment Program (EIP) – work together with 401(h) retiree health accounts, to help ensure the best possible experience for plan sponsors and participants.
Retiree Health Savings Options
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Retirement Heath Savings Program
The RHS program helps your employees build assets for medical expenses before they leave service. Key benefits include:
- Pre-tax contributions exempt from FICA and unemployment taxes
- Tax-free distributions for qualifying medical expenses
- Tax-deferred earnings
- Survivor benefits that transfer to eligible dependents
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401(h) Retiree Health Account
A 401(h) retiree health account, when paired with a qualified plan such as a 401(a) Money Purchase Plan, helps employees build assets for medical expenses tax-free. Benefits include:
- Pre-tax contributions to help reduce taxable income
- Tax-free distributions for qualifying medical expenses
- Flexibility to change investment options
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Employer Investment Program
Rising health care costs and financial reporting requirements make it essential for employers to plan ahead. With built-in compliance, tax advantages, and investment flexibility, the Employer Investment Program helps you meet obligations while simplifying administration.
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Frequently Asked Questions
How can we effectively manage escalating health care costs?
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Managing retiree health costs requires a shift from passive cost absorption to active cost governance and shared risk—while preserving perceived value. Sponsors that thoughtfully redesign their plans can meaningfully bend cost trends without diminishing the overall benefit experience.
How do we structure eligibility to control costs without impacting retention?
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Eligibility is one of the most powerful—and often underutilized—levers. When designed thoughtfully, it can significantly reduce long-term liabilities while maintaining retention, especially when changes are gradual, transparent, and focused on future service.
Is it the right time to transition from a defined benefit to a defined contribution approach?
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The shift from Defined Benefit to Defined Contribution is less about cost reduction and more about improving predictability, transferring risk, and modernizing retiree choice. The most effective strategies take a coordinated approach—aligning plan design, eligibility, and funding over time, supported by clear and consistent communication.
Have Questions?
Call (800) 326-7272 to speak with a representative weekdays 8:30 a.m. to 7:30 p.m. ET.
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