Life Planning Account (LPA)

THREE LPA DIFFERENCE

You control the categories.

Decide exactly which wellness plans are eligible; fitness, mental health, student loans, retirement, financial counseling, and more. Your culture, you choose.

You only pay for what'sused.

Unlike HSAs or FSAs with pre-funded pools, LPAs are reimbursement-based. You're charged only when employees spend, making year-end budget management simple and predictable.

Zero administrative burden.

Once categories are set, LPA Exchange manages adjudication, compliance, and reporting. Pre-loaded debit cards are available for even faster access at point of purchase.

LPA SPENDING CATEGORIES

Built Around the Life Your Employees Are Actually Living.

Fitness & Exercise

Gym memberships, yoga classes, athletic gear, and workout equipment, all possible because a healthy workforce starts with accessible wellness options.

Mental Health & Wellbeing

Therapy sessions, meditation apps, stress management programs, and mental health counseling all available because supporting the whole employee is key.

Student Loan & Education

Loan payments, tuition reimbursements, and college savings plan contributions, all helping employees invest in their futures without sacrificing their present.

Retirement Planning

401(k), 403(b), 457(b), Roth 401(k), and financial counseling options give employees near and far from retirement a meaningful path toward long-term security.

Health Expenses

HSA contributions, nutritional counseling, supplements, and approved health-related purchases for bridging the gap between what insurance covers and what life costs.

Charitable Giving

Donations to qualifying 501(c)(3) organizations for employees who want their LPA to reflect their values, not just their needs.

Emergency Fund

Approved hardship expenses and cash for unexpected expenses giving employees a financial safety net when the emergencies happen.

Set It Up. Watch Financial Wellness Happen.

Choose your pillars for reimbursement .

Work with your LPA Exchange implementation team to select approved spending categories for reimbursement.

Employers set annual funding limits.

Employers can control the cost of the LPA program by limiting the annual reimbursement amount for eligible expenses.

LPA Exchange adjudicates, manages, and reports.

Submissions are reviewed against your approved categories automatically. Employees receive reimbursements or use pre-loaded debit cards. You receive clean, audit-ready reporting

Sara E. INDIANA UNIVERSITY

I am thankful to use the PTO exchange. It came in handy for my son’s birthday, allowing me to spend a little bit more time with my boys without having to work overtime for a while.

Ciara C. IU HEALTH

This really comes in handy when needed, especially when you need the cash on unexpected bills.

Ruth G. FAIRWAY MORTGAGE

It has been so helpful to provide additional money to pay for my medical needs.

Patricia C. ITHAKA HOSPITAL

I was in crunch and really need some extra money in my check and this was the perfect way to do it. It was so easy and not hard at all I would tell everybody to do it when you are in need.

Greg M. SUBSEA

Time to spread the blessed cheer.

Naomi M. LEGALEASE

I am in grad school, and my classes are expensive.

Mason C. IU LIFELINE

This gives me the opportunity to build our savings back up with the newborn.

Angelica A. SAC HEALTH

I so Appreciate PTO exchange! It has helped me out with those unexpected situations happen.

Sara S. HONORHEALTH

Having the extra cash will be so helpful!

Mikayla P. DAYTON CHILDREN’S

I am so thankful to be able to exchange out some of my PTO to help with extra money.

Janelle, M. RILEY HOSPITAL FOR CHILDREN

I am so grateful for PTO exchange. With this money, I will be able to continue to save for a house! Currently I live with my parents, but my new year's resolution is to buy a house!

Pinkie, F. LEGACY COMMUNITY HEALTH

A great way to contribute to my 403b and not lose PTO hours.

Ready to Add a Benefit That Employees Will Actually Use?

Life Planning Accounts are one of the fastest-growing benefits in Total Rewards, and LPA Exchange makes it simple to launch, easy to manage, and impossible to ignore at open enrollment.

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FAQ

Frequently Asked Questions

What is a Life Planning Account?

An LPA is an employer-funded wellness spending account. Employers define approved spending categories and a reimbursement budget; employees spend within those categories and are reimbursed, or use pre-loaded debit cards for eligible purchases.

How is an LPA different from an HSA or FSA?

Unlike HSAs and FSAs, LPAs are not limited to healthcare expenses and are not pre-funded. Employers pay only for what employees actually spend, making them more cost-predictable and far more flexible.

Can employees fund their LPA with PTO value?

Life Planning Accounts cannot be funded by employees PTO Exchange. However when pairing LPA Exchange and PTO Exchange employers can create an innovative benefit solution that supports your employees needs.

Who handles administration?

LPA Exchange manages category adjudication, compliance, reporting, and debit card issuance. There is no new administrative burden on your HR team.

A Flexible Benefit Your Employees Will Truly Appreciate.

WHAT IS AN LPA?

Not just HSA. Not just FSA. Something Better.