How to Use FSA and HSA Funds for Postpartum Care

HSA, FSA, DNA. Why so many acronyms?

If you’re having a baby, you might be knee‑deep in trying to understand your insurance. One smart way to stretch your coverage is to use your FSA or HSA funds alongside your other benefits. But how? Read on to learn how you can get even more support with FSA or HSA dollars.

As always: this is general info, not tax or legal advice. Always confirm with your plan admin before you swipe that benefits card.

HSA vs. FSA – the 90‑second rundown

Feature	FSA	HSA
Who owns it?	Your employer	You
Carry‑over rules	Use it or lose it (some plans offer a small carry‑over or 2.5‑month grace period) 2	Rolls over forever and can even double as a retirement fund 5
Portable if you change jobs	No	Yes
Contribution limits (2025)	$3,300 per employee	$4,300 individual / $8,550 family
Must pair with a high‑deductible health plan	No	Yes

Translation: FSAs are like Cinderella’s carriage—awesome until midnight, then poof. HSAs are more like a 401(k) you can tap for health stuff.

Can you swipe your benefits card for these postpartum helpers?

Service	FSA / HSA Eligible?	Fine‑print you should know
Lactation consultant	Yes – typically covered without extra paperwork [3]([HSA Store][3])	Keep the itemized receipt; some plans want a CPT code.
Breast pump & supplies	Yes – explicitly listed by the IRS 1	Bottles for food storage are not included.
Pelvic floor physical therapy	Yes – falls under physical therapy, a qualified medical expense 1	Needs to be performed by a licensed clinician; save the treatment notes.
Postpartum doula	Sometimes – only when your employer or insurer allows reimbursement through a wellness benefit card or requires a letter of medical necessity [4]([NOVA Birth Partners][5])	Pure “household help” isn’t eligible, so get documentation showing medical or mental‑health support.
Night nanny / newborn care specialist	No for most plans – considered household help 1	Exception: if they’re an RN providing nursing‑type services with a doctor’s note, you may have a case.
Mental‑health therapy for postpartum mood disorders	Yes – therapy is a qualified medical expense 1	Virtual sessions count if your plan allows telehealth.
Postpartum recovery supplies (padsicles, peri bottles, sitz‑bath kits)	Yes when marketed for medical recovery (e.g., OB‑approved perineal care kits) 1	Generic cosmetic‑only items are out.
Infant sleep coaching	No – considered parenting education, not medical care.	If a licensed therapist documents a medical sleep disorder, you might qualify.

Pro tips for getting reimbursed

Always get an itemized receipt. One‑liners like “services rendered” won’t fly.
Letter of Medical Necessity (LMN) – your golden ticket when a service sits in the gray zone.
Swipe or submit? Some cards auto‑approve only items with the right merchant code. If the swipe is declined, file a claim instead.
Set calendar pings for FSA deadlines so you don’t accidentally donate your dollars back to corporate coffers.

TL;DR

Lactation pros, breast pumps, and pelvic floor PT are sure bets.
Doulas and night nannies live in a murky middle—lean on LMNs and employer wellness programs.
FSAs expire; HSAs don’t. Budget accordingly so every hard‑earned pre‑tax dollar pulls its weight.

References

[1]: IRS Publication 502: Medical and Dental Expenses [2]: Using a Flexible Spending Account (FSA) – HealthCare.gov [3]: Lactation Consultant: HSA Eligibility – HSA Store [4]: Certified Doulas – NOVA Birth Partners [5]: Health Savings vs. Flexible Spending Account: What’s the Difference? – Investopedia