Can I use a Lifestyle Spending Account (LSA) for health coaching?

You may be wondering if you can use your Lifestyle Spending Account (LSA) for health coaching. The answer is not always straightforward, as it depends on your employer's specific plan design.

LSAs are a relatively new type of employee benefit that provide flexibility and choice in how you spend your wellness dollars. However, there are some nuances to be aware of when it comes to eligibility and tax implications.

In this article, we'll dive into what exactly an LSA is, what types of expenses are typically eligible, and the tax considerations to keep in mind.

What is a Lifestyle Spending Account (LSA)?

A Lifestyle Spending Account, or LSA, is an employer-funded benefit that provides you with a set amount of money to spend on a wide variety of wellness-related expenses. Your employer determines the contribution amount and what categories of expenses are eligible.

The key advantage of an LSA is flexibility. Unlike a Health Savings Account (HSA) or Flexible Spending Account (FSA) which are restricted to medical expenses, an LSA allows you to spend on things that contribute to your overall well-being, not just physical health.

Examples of LSA-eligible expenses

What you can spend your LSA funds on will vary based on your employer's plan, but common eligible expense categories include:

• Gym memberships and fitness classes
• Home exercise equipment
• Wellness apps and programs (e.g., meditation, nutrition tracking)
• Mental health services like therapy or counseling
• Stress reduction and mindfulness programs
• Financial planning and education
• Continuing education and professional development
• Child and elder care services
• Charitable donations

As you can see, the range of potential expenses is quite broad. Some employers opt for more open-ended plans, while others specify a narrower list of eligible items.

Tax implications of LSAs

One important thing to note about LSAs is that the funds are typically considered taxable income. This means that any money you spend from your LSA will be treated as wages and subject to payroll taxes.

This is different from HSA and FSA funds, which are contributed on a pre-tax basis. With an LSA, your employer is essentially giving you extra money to spend on wellness, but it's still compensation in the eyes of the IRS.

However, the tax treatment may vary if your employer offers a very narrow LSA that only allows expenses that qualify as medical under IRS rules. In this case, the funds might be treated as non-taxable, similar to an HSA or FSA.

How do Lifestyle Spending Accounts work?

With an LSA, your employer sets the rules and contributes a certain amount of money on your behalf. You then get to choose how to allocate and spend those funds within the eligible categories.

Employer sets eligibility rules and contribution amounts

Your employer has a lot of flexibility in designing their LSA program. They'll decide things like:

• Which expense categories are eligible (e.g., fitness, mental health, education)
• Any specific exclusions or limitations within those categories
• The total contribution amount per employee
• Contribution frequency (e.g., annual lump sum, quarterly, per paycheck)
• Rollover policy (if unused funds can carry over to the next year)
• Any requirements to access funds (e.g., completing a health assessment)

Employers can tailor the plan to their budget, company culture, and employee needs. Some offer very broad programs with few restrictions, while others take a more targeted approach.

Employee chooses how to allocate and spend LSA funds

Once your employer sets up the LSA and contributes money, it's up to you to decide how to use it. The biggest perk of LSAs is that you have control over where your wellness dollars go.

For example, let's say your employer gives you $500 per year in your LSA and allows spending on things like gym memberships, fitness classes, home workout equipment, nutrition programs, weight loss apps, mental health apps, stress reduction programs, and financial planning services.

Maybe you already belong to a gym, so you don't need to spend on a membership. But you've been wanting to try meditation to manage stress, so you decide to buy an annual subscription to a mindfulness app. You've also been struggling with credit card debt, so you sign up for a financial literacy course to help you budget and pay off your balances.

The point is, you get to spend the money in a way that supports your personal health and wellness goals. Your coworker might make totally different choices based on their needs and interests. LSAs empower you to invest in your well-being, your way.

Third-party administrator manages claims and reimbursements

Typically, your employer will partner with a third-party LSA administrator to manage the program. This administrator will handle things like:

• Providing a portal or platform to view your LSA balance and submit claims
• Processing reimbursement requests and issuing payments
• Verifying that expenses comply with eligibility rules
• Answering employee questions and providing support
• Sending tax forms and reporting to your employer

Having a dedicated administrator keeps things simple for you and reduces the workload for your HR team. When you incur an eligible expense, you'll submit a claim through the LSA platform with supporting documentation (e.g., receipts).

The administrator will review the claim and, if approved, reimburse you from your LSA funds. Some platforms even offer convenient features like a debit card or direct payments to providers.

The goal is to make it easy for you to take advantage of your LSA benefit while ensuring compliance with the plan rules and tax regulations.

So, can you use an LSA for health coaching?

Now that you understand the basics of how LSAs work, let's circle back to the original question: can you use LSA funds for health coaching?

The answer is, it depends on your specific employer's plan rules. Some companies do include health coaching as an eligible expense in their LSA program.

Health coaching can fall under the broader umbrellas of wellness, disease prevention, and chronic condition management - all of which are becoming increasingly common LSA spending categories.

A health coach is a professional who helps clients set and achieve their health goals through education, motivation, and accountability. They provide guidance on lifestyle factors like nutrition, exercise, sleep, and stress management to promote overall well-being.

Coaches take a highly personalized approach, working with you to create an action plan tailored to your unique needs, preferences, and challenges. They offer ongoing support to help you stay on track and make lasting behavior changes.

Many people work with health coaches to:

• Lose weight and keep it off
• Improve their diet and nutrition
• Increase physical activity levels
• Reduce stress and build resilience
• Manage chronic conditions like diabetes or high blood pressure
• Navigate complex health challenges
• Optimize their physical and mental performance

So from that perspective, health coaching could certainly fit into the mission and scope of an LSA. Employers are increasingly recognizing the value of preventive, holistic approaches to employee well-being.

However, whether you can use your specific LSA for health coaching will come down to your employer's plan design. Some companies may explicitly include health coaching as an eligible expense category. Others might exclude it or require certain qualifications (e.g., the coach must be certified or the service must be recommended by a doctor).

If you're interested in using your LSA for health coaching, your best bet is to carefully review your employer's plan documents or summary plan description. Look for any language about coaching, counseling, or education services.

You can also reach out to your HR team or the LSA administrator for clarification. They should be able to tell you definitively whether health coaching is an allowable expense.

Keep in mind that even if health coaching isn't currently included in your LSA, you can always advocate for its addition. Many employers are open to feedback and suggestions from their team about benefits.

If you make a compelling case for why health coaching would be a valuable offering, your employer may consider expanding the eligible categories in future plan years.

Is health coaching covered under Lifestyle Spending Accounts?

The short answer is, it depends on your employer's specific LSA plan design. Health coaching is not automatically included as an eligible expense in all LSAs, but it is becoming an increasingly common offering.

As employers recognize the value of preventive, whole-person approaches to well-being, more are opting to cover health coaching in their LSA programs. This trend reflects a growing understanding that supporting employees' overall health and wellness can lead to better outcomes and productivity.

Some companies explicitly list health coaching as an allowable LSA expense category, while others may lump it under broader umbrellas like "wellness services" or "health education." If you're unsure whether your LSA covers health coaching, review your plan documents or reach out to your HR team for clarification.

Establishing medical necessity for health coaching

In some cases, you may need to demonstrate that health coaching is medically necessary in order to use your LSA funds. This typically involves getting a referral or recommendation from a licensed healthcare provider.

For example, let's say you have a chronic condition like diabetes or high blood pressure. Your doctor might recommend working with a health coach to help you manage your condition through lifestyle changes like diet, exercise, and stress reduction.

With a referral from your physician, you would have a stronger case for using your LSA to cover the coaching services. The referral establishes a clear link between the coaching and your medical needs.

Even if you don't have a diagnosed condition, a recommendation from a credentialed provider can still support your LSA claim for health coaching. For instance, maybe you've been struggling with anxiety and your therapist suggests adding health coaching to help you build resilience and self-care skills.

The key is to work with your healthcare team to document the medical necessity and therapeutic value of the coaching services. This can help you make the case for LSA reimbursement, especially if your employer's plan has stricter eligibility rules.

Ongoing developments in health coaching coverage

It's worth noting that the landscape of health coaching coverage is evolving. In recent years, there has been a push to expand eligibility for coaching services under tax-advantaged accounts like Health Savings Accounts (HSAs) and Flexible Spending Accounts (FSAs).

Historically, the IRS has not included health coaching in its list of qualified medical expenses for HSAs and FSAs. However, in 2024, the National Board for Health and Wellness Coaching (NBHWC) announced that the IRS had indicated coaching could be an allowable expense if recommended by a doctor for a specific medical condition.

This was a significant step forward for the recognition of health coaching as a legitimate medical service. While the IRS has not yet formally updated its guidelines, the NBHWC's announcement suggests that HSA and FSA reimbursement for coaching is on the horizon.

This development is relevant for LSAs because HSA/FSA eligibility often paves the way for broader adoption in other benefit plans. As health coaching gains acceptance as a medical expense under IRS rules, more employers may feel comfortable adding it to their LSA programs.

Of course, this doesn't mean that all LSAs will automatically cover health coaching moving forward. Employers still have discretion over their plan designs and may choose to include or exclude certain expense categories based on their budget, priorities, and employee needs.

However, the growing recognition of health coaching's medical value bodes well for its inclusion in LSAs and other wellness benefits. As an employee, you can advocate for coaching coverage in your LSA by sharing evidence of its effectiveness and potential return on investment.

You might also consider providing feedback in employee benefit surveys or suggesting a pilot program to gauge interest and impact. Many employers are open to input from their teams about how to structure their benefit offerings.

Ultimately, if health coaching is a service you believe would support your well-being goals, it's worth exploring whether your LSA will cover it. Don't hesitate to ask questions, make a case for its value, and take advantage of this benefit if it's available to you.

What are the benefits of using an LSA for health coaching?

Using your Lifestyle Spending Account (LSA) for health coaching can offer several valuable benefits for both you and your employer. Let's explore some of the key advantages.

Improved employee well-being and productivity

Health coaching takes a holistic approach to well-being, addressing not just physical health but also mental, emotional, and social factors. Working with a coach can help you develop healthy habits, manage stress, and build resilience.

When you feel your best, you're more likely to show up to work energized, focused, and productive. You may take fewer sick days, have better concentration, and collaborate more effectively with colleagues.

Investing in your well-being through health coaching can have a positive ripple effect on your job performance and overall quality of life. You'll be better equipped to handle challenges, both at work and at home.

Increased engagement with wellness initiatives

Many companies offer a range of wellness benefits, but employee participation can sometimes be a challenge. Offering health coaching through your LSA can be a powerful way to boost engagement.

Coaching provides a personalized, one-on-one approach that can feel more meaningful and motivating than generic wellness programs. With a coach, you'll set individualized goals, create a customized action plan, and receive ongoing support and accountability.

This tailored approach can make you more likely to take advantage of the benefit and stick with healthy behaviors long-term. You may also be more inclined to participate in other wellness offerings, like fitness classes or nutrition workshops, if you have a coach cheering you on.

Higher engagement in wellness initiatives can lead to a healthier, happier, and more productive workforce overall. When employees feel that their employer is invested in their well-being, they tend to be more satisfied and loyal.

Cost savings compared to traditional health benefits

Health coaching can be a cost-effective wellness solution for both you and your employer. Preventive, lifestyle-based approaches like coaching have been shown to reduce healthcare costs and improve outcomes.

For example, a study published in the Journal of Occupational and Environmental Medicine found that a health coaching program for employees with chronic conditions resulted in a $412 per person reduction in healthcare costs over 12 months. The coached group also had fewer hospital admissions and emergency department visits compared to the control group.

By catching potential health issues early and empowering you to make positive lifestyle changes, coaching can help prevent more serious and expensive problems down the road. This translates to lower healthcare utilization and costs for you and your employer.

Offering health coaching through an LSA can also be more affordable for your company than traditional health benefits. LSAs are a flexible, tax-advantaged way to provide wellness support without the high premiums and administrative costs of many insurance-based offerings.

Plus, with an LSA, you have the freedom to choose the coaching services that best fit your needs and preferences. This personalization can make the benefit feel more valuable and impactful than a one-size-fits-all approach.

The cost savings of LSA-based health coaching can be a win-win. You get access to a meaningful wellness benefit that can improve your health and quality of life. And your employer can support your well-being in a fiscally sustainable way.

Of course, the specific financial impact will depend on your company's LSA plan design and the coaching services you choose. But in general, using your LSA for health coaching can be a smart way to invest in your health while maximizing the value of your benefits package.

How to claim health coaching expenses through your LSA

If your employer's Lifestyle Spending Account (LSA) covers health coaching, you'll need to follow a few key steps to get reimbursed. The exact process may vary depending on your company's plan and administrator, but here's a general overview.

Step 1: Confirm eligibility with your employer or benefits administrator

Before incurring any health coaching expenses, double-check that your LSA plan includes coaching as an eligible category. Review your plan documents or contact your HR team or LSA administrator for confirmation.

You'll also want to clarify any specific requirements or limitations. For example, does the coaching need to be provided by a certified professional? Is there a maximum reimbursement amount or frequency limit? Understanding the parameters upfront will help ensure a smooth claims process.

Step 2: Obtain necessary documentation (e.g., invoices, referrals)

When you receive health coaching services, be sure to get detailed documentation. This typically includes:

• An itemized invoice from the coach showing the date(s) of service, description of services, and cost
• Proof of payment, such as a receipt or credit card statement
• Any relevant referrals or recommendations from a healthcare provider (if required by your plan)

Keep all documentation organized and easily accessible. You'll need to submit it with your reimbursement claim.

It's also a good idea to check with your LSA administrator about any specific documentation requirements. Some plans may have particular formats or templates they prefer.

Step 3: Submit claim through LSA platform or administrator

Once you have your coaching expense documentation ready, it's time to submit your reimbursement claim. Most LSA plans use an online platform or portal for claims processing.

Log into your LSA account and look for a "submit claim" or "request reimbursement" option. Follow the prompts to enter the necessary information and upload your expense documentation.

Be sure to review your claim carefully before submitting. Check that all required fields are complete and your documentation is clear and legible. If you have any questions or run into issues, reach out to your LSA administrator for assistance.

Some plans may allow you to submit claims on a rolling basis, while others may have specific submission windows (e.g., quarterly). Familiarize yourself with your plan's deadlines and requirements to ensure timely reimbursement.

Step 4: Receive reimbursement and track expenses

After you submit your claim, the LSA administrator will review it for eligibility and completeness. If everything looks good, they'll approve the claim and issue your reimbursement.

Most plans offer direct deposit or check payments. The funds will typically hit your bank account within a few weeks of approval, although processing times can vary.

Be sure to review your reimbursement details and keep a record of the payment for your files. It's also a good idea to track your LSA expenses and reimbursements throughout the year.

Many LSA platforms have expense tracking features that show your total contributions, claims, and remaining balance. Staying on top of your account activity will help you make the most of your LSA funds and avoid any surprises.

Remember, if your coaching expenses exceed your LSA balance or the plan's reimbursement limit, you'll be responsible for the excess cost. Plan your spending accordingly to maximize your benefit.

Using your LSA for health coaching can be a valuable way to invest in your well-being. By understanding your plan's eligibility rules and claims process, you can take full advantage of this benefit to support your health goals.

Tips for maximizing your LSA for health coaching

Now that you know the basics of using your Lifestyle Spending Account (LSA) for health coaching, let's explore some strategies to make the most of this valuable benefit.

Tip 1: Plan ahead and budget your LSA funds strategically

At the beginning of each plan year, take a look at your LSA balance and contribution schedule. Consider your health goals and priorities, and estimate how much you might need for coaching services.

If your plan allows rollover of unused funds, factor that into your budgeting. You may want to front-load your coaching expenses early in the year, or spread them out more evenly.

Keep in mind any other wellness expenses you might want to use your LSA for, like fitness classes or stress reduction programs. Allocate your funds in a way that balances your coaching needs with your overall well-being goals.

It can be helpful to have a rough plan for your LSA spending, while still allowing some flexibility for unexpected needs. Regularly check your account balance and adjust your budget as needed.

Tip 2: Communicate with your health coach about payment options

When you start working with a health coach, have an open conversation about payment and reimbursement. Let them know that you plan to use your LSA to cover the coaching costs.

Ask your coach if they're familiar with LSA reimbursement and if they have any experience with the claims process. Some coaches may be able to provide itemized invoices or other documentation that meets your plan's requirements.

If your coach is new to LSAs, offer to share any resources or information from your employer or plan administrator. The more your coach understands about your reimbursement needs, the smoother the process will be.

You may also want to discuss payment timing and methods. Some coaches may require upfront payment, while others may be willing to bill you after the session. Clarify any deadlines for submitting claims and receiving reimbursement.

If you have a particularly large coaching expense, like a package or program fee, talk to your coach about payment plans or spreading the cost over multiple LSA claim periods. They may be able to work with you to find a manageable payment schedule.

Open, proactive communication with your health coach can help prevent any surprises or delays in the reimbursement process. It also shows your commitment to the coaching relationship and your investment in your well-being.

Tip 3: Stay informed about changes to LSA policies and eligible expenses

LSA plans can evolve over time, so it's important to stay up-to-date on any changes to your employer's program. This is especially true for health coaching, as eligibility rules may shift based on regulatory guidance and industry trends.

Make a habit of reviewing your plan documents and any updates from your HR team or benefits administrator. If you receive an email or notice about changes to your LSA, take a few minutes to read through the details.

Pay particular attention to any changes in eligible expense categories, reimbursement limits, or claims procedures. If health coaching is added or removed as a covered expense, you'll want to adjust your budgeting and planning accordingly.

If you have any questions about updates to your LSA plan, don't hesitate to reach out to your HR representative or the plan administrator. They can help clarify any new rules or requirements and guide you on maximizing your benefits.

Staying informed about your LSA policies can help you avoid any surprises or missed opportunities for reimbursement. It can also help you provide feedback to your employer about the features and expenses that are most valuable to you.

Remember, your LSA is a tool to support your health and well-being. By being proactive and strategic in your planning, communication, and awareness, you can use this benefit to its fullest potential and achieve your wellness goals.

What are the best practices for employers offering LSAs for health coaching?

If your employer is considering adding health coaching as an eligible expense in your Lifestyle Spending Account (LSA), there are several best practices they can follow to ensure a successful and impactful program.

Practice 1: Clearly define eligible expenses and communicate them to employees

A well-designed LSA program starts with clear guidelines on what types of health coaching services are covered. This might include specific certifications or credentials required for coaches, any limits on session frequency or duration, and approved payment methods.

Employers should provide detailed documentation on these eligibility rules and make it easily accessible to employees. This could include a dedicated benefits portal, employee handbook, or regular communication from HR.

The more transparent and specific the guidelines, the easier it will be for you to understand and utilize the coaching benefit. You'll be able to make informed decisions about which coaches to work with and how to budget your LSA funds.

Practice 2: Partner with reputable health coaching providers

To ensure quality and consistency in the coaching services available to employees, employers can develop partnerships with reputable health coaching companies or networks.

These partners should have rigorous standards for their coaches, including relevant education, training, and certification. They should also offer a diverse range of coaching specialties to meet the varied needs and preferences of employees.

By vetting and contracting with trusted coaching providers, employers can streamline the process for you to find and work with a qualified coach. You can feel confident that the coaches available through the LSA program have been screened and meet professional standards.

Some employers may also negotiate preferred rates or package deals with coaching partners, helping to stretch your LSA dollars further. Others may offer a curated directory of coaches or a concierge service to match you with a coach based on your specific goals and needs.

Partnering with reputable coaching providers not only enhances the quality of the benefit but can also increase utilization and engagement. When you have access to a network of trusted, skilled coaches, you may be more likely to take advantage of the LSA and experience the full value of the benefit.

Practice 3: Integrate LSAs with overall wellness strategy and initiatives

Offering health coaching through an LSA should not be a standalone benefit, but rather part of a comprehensive approach to employee well-being. Employers can maximize the impact of coaching by integrating it with other wellness initiatives and resources.

For example, if your company offers fitness classes, stress management workshops, or nutrition education, coaching can be a complementary service to help you implement and sustain healthy habits. Your coach can help you set goals, overcome barriers, and stay accountable to the lifestyle changes you're working on.

Employers can also use coaching to support specific health management programs, such as diabetes prevention, smoking cessation, or mental health support. Coaching can provide the individualized guidance and motivation needed to make lasting behavior changes and improve outcomes.

By positioning coaching as part of a holistic wellness strategy, employers can create a culture of health that supports and empowers you to prioritize your well-being. This integration can also help you see the value and relevance of coaching to your overall health journey.

When exploring LSA-eligible expenses, look for opportunities to use coaching in conjunction with other wellness benefits. For example, if you're participating in a step challenge, consider working with a coach to develop a safe and effective walking or running plan. If you're attending a mindfulness seminar, use coaching to help you integrate stress reduction techniques into your daily routine.

The more integrated and connected your wellness benefits, the more likely you are to engage with them and experience the full impact on your health and well-being.

Practice 4: Monitor utilization and gather employee feedback to optimize offerings

Employers who offer health coaching through an LSA should regularly monitor utilization data and gather feedback from employees to assess the program's effectiveness and identify areas for improvement.

Utilization data can provide insights into how many employees are taking advantage of the coaching benefit, which types of coaching are most popular, and any trends or patterns in usage. This information can help employers adjust the program design, communication strategies, or partnership agreements to better meet employee needs.

Employee feedback is equally important in optimizing the coaching benefit. Employers can use surveys, focus groups, or individual interviews to gather input on the quality and value of the coaching services, the ease of accessing and using the benefit, and any barriers or challenges encountered.

This feedback can help employers refine the eligibility rules, expand or narrow the types of coaching offered, or improve the user experience of the LSA platform. It can also provide valuable insights into the impact of coaching on employee well-being, productivity, and job satisfaction.

As an employee, don't hesitate to share your experiences and suggestions with your employer. If coaching has made a positive difference in your health or work life, let them know. If you've encountered any difficulties or limitations with the benefit, provide constructive feedback on how it could be improved.

The most effective LSA programs are those that continually evolve and adapt based on data and employee input. By monitoring utilization and seeking feedback, employers can ensure that the coaching benefit remains relevant, accessible, and impactful for you and your colleagues.

Offering health coaching through an LSA can be a powerful way for employers to invest in the well-being of their workforce. By following these best practices - defining eligibility, partnering with reputable providers, integrating with wellness initiatives, and gathering feedback - employers can create a coaching benefit that truly supports and empowers you to achieve your health goals.

Are Lifestyle Spending Accounts worth it for health coaching and wellness?

The short answer is, it depends on your specific needs and goals, but for many people, LSAs can be a valuable tool for investing in their well-being through services like health coaching.

LSAs offer a unique combination of flexibility and personalization that traditional wellness benefits often lack. With an LSA, you have the freedom to choose the coaching services that best align with your health goals, preferences, and lifestyle.

Whether you're looking to lose weight, manage stress, improve your nutrition, or optimize your physical performance, you can find a coach who specializes in your area of focus. This customization can make the coaching experience feel more relevant and impactful than a one-size-fits-all approach.

LSAs can also be a powerful engagement driver for wellness programs. When you have the ability to self-direct your benefit dollars, you may be more likely to take advantage of the services available to you.

The choice and autonomy provided by an LSA can foster a sense of ownership and investment in your own well-being journey. This intrinsic motivation is key to sustaining healthy behaviors over time.

From an outcomes perspective, LSA-funded health coaching can lead to measurable improvements in areas like physical activity, nutrition, stress management, and disease prevention. Coaching provides the accountability, support, and skill-building needed to translate knowledge into action.

Of course, the effectiveness of an LSA for health coaching depends on how the program is designed and implemented by the employer. The most successful LSAs are those that are thoughtfully structured to meet the diverse needs of the employee population.

This includes offering a wide range of eligible expenses, setting appropriate contribution and rollover limits, and providing robust communication and education to drive awareness and utilization. Employers should also have a clear strategy for integrating LSAs with their overall wellness initiatives and culture.

When evaluating the potential value of an LSA for your own health coaching needs, consider factors like:

• The specific coaching services and providers covered by your plan
• The contribution amount and frequency (e.g., annual lump sum, monthly allowance)
• Any limitations or exclusions on coaching expenses
• The ease and accessibility of the reimbursement process
• The level of support and resources available to help you find and engage with a coach

Ultimately, what makes an LSA worth it is the impact it has on your individual well-being and quality of life. If having access to personalized coaching empowers you to make meaningful, lasting changes to your health habits, then the investment may well pay off in terms of improved energy, productivity, and overall life satisfaction.

As with any benefit, it's important to do your research, understand your options, and make an informed decision based on your unique needs and circumstances. But for many people, an LSA can be a powerful tool for unlocking the transformative potential of health coaching.

Whether you can use a Lifestyle Spending Account (LSA) for health coaching depends on your employer’s plan, but LSAs increasingly cover wellness services like coaching. Forma helps companies design flexible, employee-centric benefits that support holistic well-being, including LSAs that align with your health goals. Schedule a consultation with one of our experts today.