How it works
A use-it-or-lose-it planner exists because the flexible spending account's core defect is silent: money leaves your paycheck all year, but nothing screams when spending falls behind accrual. The planner measures the pace directly. Reimbursements to date divided by months elapsed yields your realized monthly burn; projecting it across the remaining months, plus any known upcoming care, produces likely total spend by deadline. The gap between your full election and that projection is the forfeit — dollars already sheltered from tax that simply evaporate back to the employer as plan surplus. Rescue arithmetic is where the tool earns its keep: whatever the forfeit reads becomes a concrete shopping list with a deadline, because eligible spending runs broader than most holders remember — prescription sunglasses, long-deferred dental work, bulk replacement contacts, therapy copays, even sunscreen and reading glasses at pharmacy counters. Deadline rules change urgency without changing the obligation: a hard December cutoff demands action now; a two-and-a-half-month grace period buys spring; a carryover clause shields a few hundred dollars while exposing everything above it. Against that risk stands the genuine prize — elections escape federal income tax and FICA at your marginal rate, banking four figures on typical elections. Dependent-care FSAs run separate elections under separate rules with no carryover whatsoever, so never conflate the two accounts when planning the rescue.
Formula
projected spend = reimbursed + planned care | forfeit = max(0, election - projected spend - carryover allowance)
Tips
- Schedule dentist and optician appointments first — big-ticket care rescues a forfeit fastest.
- Stock eligible staples in November: contacts, prescriptions, first aid, reading glasses.
- Confirm your plan's exact rule; grace period and carryover rarely coexist in one plan.
- Mid-year election changes need qualifying events — size next January off this year's forfeit instead.
- Keep every receipt inside the portal; substantiation failures forfeit valid spending retroactively.
Frequently asked questions
- What happens to unused FSA money at year end?
- It returns to your employer as plan surplus rather than to you. Most plans soften the cliff with either a two-and-a-half-month grace period for incurring care or a limited carryover of a few hundred dollars, but employers choose one option and many choose none, making December genuinely final for the balance.
- How much can I contribute to an FSA?
- Health FSA elections cap near three thousand dollars annually, adjusted periodically, and married spouses may each fund their own. Dependent-care FSAs carry separate lower limits. Employers can seed the account alongside your election, and every contributed dollar escapes federal income tax and FICA withholding.
- What can I spend FSA money on?
- Medical, dental, vision and prescription costs beyond what insurance pays: copays, deductibles, glasses, contacts, orthodontia, therapy, hearing aids, plus pharmacy-counter items like sunscreen and first aid. Retailers publish searchable eligibility lists. Cosmetics and general wellness products remain ineligible no matter how they are marketed.
- Can I change my FSA election mid-year?
- Only following qualifying life events — marriage, birth, adoption, loss of other coverage — and the revised election must correspond to the event. Otherwise the amount chosen during open enrollment holds for the entire year, which is exactly why calibrating next year's election against this year's forfeit matters so much.
- Do I lose my FSA if I leave my job?
- Typically yes — access ends at termination even for care already incurred, unless the employer grants run-out claim time afterward. COBRA continuation of the FSA technically exists but rarely makes economic sense. Schedule big-ticket planned care before known departures instead of trusting fine print to save you.