LIFE PLANNING ACCOUNT (LPA)

A Flexible Wellness Benefit Your Employees Will Actually Notice.
Life Planning Accounts give employees a personalized, employer-funded spending account for the wellness categories that matter most to them — fitness, mental health, student loans, retirement, and more. You set the budget and approved categories. PTO Exchange handles everything else.
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WHAT IS AN LPA?

Not an HSA. Not an FSA. Something Better.
Life Planning Accounts are employer-funded wellness accounts — but unlike traditional spending accounts, you only pay for what employees actually use. No funds forfeited. No year-end budget surprises. And when paired with PTO Exchange, employees can fund their LPA using the value of unused earned time off — giving you a no-cost pathway to a premium benefit.
THREE LPA DIFFERENCE
Background-1
You control the categories.

Decide exactly which wellness plans are eligible — fitness, mental health, student loans, retirement, financial counseling, and more. Your culture, your priorities.

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You only pay for what'sused.

Unlike HSAs or FSAs with pre-fundedpools, LPAs are reimbursement-based.You're charged only when employees spend— making year-end budget managementsimple and predictable.

Background-3
Zero administrative burden.

Once categories are set, PTO Exchangemanages adjudication, compliance, andreporting. 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.
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Fitness & Exercise

Gym memberships, yoga classes,athletic gear, and workoutequipment — because a healthyworkforce starts with accessiblewellness options.

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Mental Health & Wellbeing

Therapy sessions, meditation apps, stress management programs, and mental health counseling — supporting the whole employee, not just their physical health.

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Student Loan & Education

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

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Retirement Planning

401(k), Roth 401(k), and financial counseling — giving employees near and far from retirement a meaningful path toward long-term security.

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Health Expenses

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

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Charitable Giving

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

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Emergency Fund

Approved hardship expenses andemergency cash access — givingemployees a financial safety net when the unexpected strikes.

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HOW LPA EXCHANGE WORKS

Set It Up. Watch Financial Wellness Happen.

1

Choose your pillars and reimbursement amount.

Work with your PTO Exchange implementation team to select approved spending categories and set your annual reimbursement budget per employee.

2

Employees fund their LPA — their way.

Employees can draw from employer-provided LPA funds, or direct the value of unused earned PTO toward their account — combining both sources for maximum flexibility.

3

PTO 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

CUSTOMER QUOTE

Trusted by Leaders. Backed by Results.
Ellipse 86
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (1)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (2)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (1)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (2)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (1)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (2)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (1)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ellipse 86 (2)
Emma Parkar SEO Manager
Vector

PTO Exchange helped us reduce our PTO liability by over 30% in under 6 months — without adding any cost to the business. It’s one of the most impactful benefits decisions we’ve made.

Ready to Add a Benefit That Employees Will Actually Use?

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

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FAQ

Frequently Asked Question

01

What is a Life Planning Account?

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  • 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.

02

How is an LPA different from an HSA or FSA?

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  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by

03

Can employees fund their LPA with PTO value?

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  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by

04

Who handles administration?

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  • Outside of a nominal one-time implementation fee, there is no ongoing cost to the employer for PTO Exchange. The platform is funded entirely through an IRS-required service charge paid by