FSA & HSA Spending Calculator
Enter your FSA or HSA balance and we'll build personalized bundles of eligible health products — first aid kits, sunscreen, pain relief, monitoring devices, and more — so you never lose a dollar to expiration.
What Are FSA and HSA Accounts?
Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs) are tax-advantaged benefits offered through employers that let you pay for qualified medical expenses with pre-tax dollars. If your employer offers one (or both), contributing even a modest amount can save you 20–35% on everyday health purchases you're already buying — think sunscreen, ibuprofen, bandages, and contact lens solution.
FSAsare the more common of the two. Roughly 44 million Americans have access to an FSA through their employer. For 2026, the IRS allows contributions up to $3,300 per year. Your employer sets up the account, and funds are deducted from your paycheck before taxes. The catch: FSAs are "use it or lose it," meaning unspent funds generally expire at the end of your plan year. Most employees contribute between $500 and $2,500, but studies consistently show that 30–40% of FSA participants forfeit money each year — over $400 on average.
HSAs require enrollment in a high-deductible health plan (HDHP) but offer more flexibility. For 2026, individuals can contribute up to $4,300 and families up to $8,550. Unlike FSAs, HSA funds roll over indefinitely, the account is yours even if you change jobs, and you can invest the balance for long-term growth. Many financial advisors consider HSAs the single most tax-efficient savings vehicle available, since contributions are pre-tax, growth is tax-free, and withdrawals for qualified expenses are tax-free — a rare triple tax advantage.
Whether you're trying to spend down an FSA before a deadline or strategically stocking up with HSA funds, the key is knowing which products qualify. Our calculator above takes your balance and recommends eligible product bundles so you can maximize every dollar.
How to Maximize Your FSA/HSA Before It Expires
If you have an FSA, the clock is always ticking. Most plan years end on December 31, which means the last few months of the year become a spending sprint for millions of Americans. But smart FSA holders don't wait until November to start thinking about their balance. Here's how to approach it strategically throughout the year.
Check your balance early and often.Log into your FSA administrator's portal (common providers include HealthEquity, WageWorks, and Optum) at least quarterly. Knowing your remaining balance in July gives you six months to plan, rather than scrambling in December. Many administrators also offer mobile apps that let you check your balance, submit claims, and verify product eligibility on the spot.
Know your deadline and relief options. Your plan year end date, grace period, and carryover limit are non-negotiable — and they vary by employer. Some plans end in March, June, or September rather than December. Your HR department or benefits portal will have the exact dates. If your employer offers a grace period, you typically get an extra 2.5 months. If they offer a carryover, up to $640 can roll into the next year. They cannot offer both.
Stock up on everyday essentials first.Before buying specialty items, look at what you already use regularly: pain relievers, allergy medication, sunscreen, contact lens solution, bandages, and first aid supplies. Buying a year's supply of these basics is the easiest way to put FSA dollars to work. A family of four can easily spend $200–$500 on these staples alone.
Avoid common mistakes.The biggest error is over-contributing and then forgetting to spend. The second is buying items that aren't eligible (general wellness products, cosmetics, gym memberships) and having claims denied. The third is waiting until the last week of your plan year, when popular eligible items may be out of stock. Plan ahead, verify eligibility, and spread your spending across the year.
Top FSA & HSA Eligible Items Worth Buying in 2026
Thanks to the CARES Act, the list of FSA/HSA eligible products expanded significantly in 2020 — and those changes are permanent. Here are the highest-value categories to shop from, whether you're spending down a deadline or stocking your medicine cabinet for the year ahead.
- First aid & wound care: Adhesive bandages, antiseptic wipes, gauze, medical tape, butterfly closures, and comprehensive first aid kits. Every household needs these, and a quality kit ($20–$50) is a no-brainer FSA purchase.
- Sunscreen & sun protection: Any sunscreen with SPF 15 or higher qualifies. Stock up on daily facial sunscreen, body sunscreen for outdoor activities, and lip balm with SPF. Budget $30–$80 for a year's supply for the whole family.
- Pain relief & OTC medications: Ibuprofen, acetaminophen, naproxen, aspirin, allergy medications (Zyrtec, Claritin, Allegra), antacids, cold and flu remedies, and anti-itch creams. Buying in bulk saves money and ensures you always have essentials on hand.
- Health monitoring devices: Blood pressure monitors ($30–$80), pulse oximeters ($15–$40), digital thermometers ($10–$25), and glucose monitors. These are one-time purchases that support long-term health awareness.
- Vision care: Reading glasses, blue-light blocking glasses, contact lens solution and cases, eye drops for dry eyes, and lens cleaning supplies. If you wear contacts, a year's worth of solution alone can cost $50–$100.
- Sleep & recovery aids: Melatonin supplements, hot and cold therapy packs, heating pads, TENS units for muscle pain, compression sleeves, and nasal strips. These items improve recovery and overall wellbeing.
- Skin care & topical treatments: Hydrocortisone cream, antifungal treatments, acne medications (benzoyl peroxide, salicylic acid), eczema creams, and medicated lip treatments. Products that treat a medical condition — not cosmetic products — are eligible.
- Dental care: Denture adhesives, orthodontic wax, toothache relief gel, and therapeutic mouthwash. Standard toothpaste and toothbrushes generally do not qualify, but medicated dental products do.
For a comprehensive breakdown of eligible products with specific recommendations, check out our complete FSA/HSA eligible items guide with dozens of product picks across every category.
FSA vs. HSA: Key Differences and Spending Rules
While FSAs and HSAs are often mentioned together, they have fundamentally different structures that affect how you should approach spending. Understanding these differences is crucial for making the most of your health account.
Contribution limits (2026):FSAs cap at $3,300 per year. HSAs allow $4,300 for individual coverage and $8,550 for family coverage, plus an additional $1,000 catch-up contribution if you're 55 or older. HSA limits are adjusted annually for inflation.
Rollover rules: This is the make-or-break difference. FSA funds generally expire at the end of your plan year, with limited relief options (grace period or $640 carryover, not both). HSA funds never expire — they roll over year after year indefinitely. This means FSA holders must be proactive spenders, while HSA holders can afford to be strategic savers.
Ownership and portability:Your employer owns your FSA. If you leave your job, you typically lose access to unspent funds (though you can submit claims for expenses incurred before your termination date during a run-out period). Your HSA is yours — it's a personal bank account that goes wherever you go, regardless of employment status or health plan changes.
Investment potential:HSAs can be invested in mutual funds, stocks, and bonds once your balance exceeds a threshold set by your HSA custodian (commonly $1,000–$2,000). FSAs cannot be invested. This investment feature makes HSAs uniquely valuable for long-term wealth building — some advisors recommend paying medical expenses out of pocket and letting HSA funds grow tax-free for decades.
Eligible expenses:Both accounts cover the same qualified medical expenses as defined by IRS Publication 502. The CARES Act expanded eligibility to include over-the-counter medications and menstrual care products for both FSAs and HSAs. The main difference isn't what you can buy — it's when and how urgently you need to buy it.
The strategic takeaway:If you have an FSA, spend with purpose throughout the year and use our calculator above to ensure you're not leaving money on the table. If you have an HSA, consider whether it makes more sense to spend now or save for the future — both are valid strategies depending on your financial situation.
Frequently Asked Questions
An FSA (Flexible Spending Account) and HSA (Health Savings Account) are both tax-advantaged accounts that let you set aside pre-tax dollars for qualified medical expenses. FSAs are employer-owned and typically tied to your health plan enrollment, while HSAs are individually owned and require enrollment in a high-deductible health plan (HDHP). Both accounts let you buy eligible health products — like first aid supplies, sunscreen, pain relievers, and monitoring devices — without paying income tax on that money.
The biggest differences are ownership and rollover. An HSA belongs to you — funds roll over indefinitely, you can invest the balance, and you keep the account even if you change jobs. An FSA is employer-owned and generally follows a use-it-or-lose-it rule: unspent funds expire at the end of the plan year (though some employers offer a grace period or allow up to $640 to carry over). HSAs also have higher contribution limits ($4,300 individual / $8,550 family in 2026) compared to FSAs ($3,300 in 2026).
FSA and HSA funds can be used for a wide range of health-related products and services. Common eligible items include prescription medications, over-the-counter drugs (pain relievers, allergy medicine, cold remedies), first aid supplies, sunscreen (SPF 15+), reading glasses, contact lens solution, thermometers, blood pressure monitors, heating pads, bandages, and sleep aids like melatonin. The CARES Act of 2020 permanently expanded eligibility to include many OTC products without a prescription.
Yes, FSAs generally follow a use-it-or-lose-it rule. Most FSA plan years end on December 31, though some employers use different dates. Employers may offer one of two relief options (but not both): a grace period of up to 2.5 months after the plan year ends, or a carryover of up to $640 into the next plan year. If you don't use the funds within these windows, you forfeit the remaining balance. This is why it's critical to plan your spending and stock up on eligible items before your deadline.
Yes — this is one of the biggest advantages of an HSA over an FSA. HSA funds roll over year after year with no expiration date. You own the account, so the balance stays with you even if you switch employers or health plans. You can also invest HSA funds once your balance reaches a certain threshold, allowing the money to grow tax-free. Many financial advisors consider HSAs one of the most powerful tax-advantaged accounts available.
Yes. Since the CARES Act was signed into law in March 2020, over-the-counter (OTC) medications and health products are permanently eligible for FSA and HSA reimbursement without a prescription. This includes pain relievers like ibuprofen and acetaminophen, allergy medications, antacids, cold and flu remedies, first aid supplies, sunscreen, and many more everyday health products.
Unused FSA funds are forfeited back to your employer under the use-it-or-lose-it rule. Your employer may offer a grace period (up to 2.5 extra months to spend remaining funds) or a carryover provision (up to $640 rolls into the next year), but they cannot offer both. If neither option is available, any unspent balance is lost when the plan year ends. The best strategy is to estimate your medical expenses carefully at enrollment and spend down your balance well before the deadline.
Generally, no. Standard vitamins and supplements used for general health are not FSA or HSA eligible unless they are prescribed by a doctor to treat a specific medical condition. For example, prenatal vitamins, iron supplements for diagnosed anemia, or vitamin D prescribed for a deficiency may qualify with a Letter of Medical Necessity (LMN) from your physician. Over-the-counter items like melatonin for sleep and glucosamine for joint pain often do qualify. Always check with your plan administrator if you're unsure.