Plenty of employees live with, care for or spend weekends with family across three generations. Multigenerational wellness activities are the ones everyone can do together, from a grandparent-and-grandchild swim class to a guided family hike. Employers include this category because it lets employees spend wellbeing dollars on time with family, instead of choosing between their own wellbeing and caregiving.
Activities that work across generations
Eligible expenses usually involve an activity that a mix of ages can join.
- Family swim, yoga or tai chi classes open to all ages
- Guided nature walks or family hiking programs
- Cooking classes designed for kids and adults together
- Family memberships at a community recreation center
- Intergenerational art, music or dance workshops
- Admission to family wellness days or outdoor festivals
- Group lessons in pickleball or bowling for mixed-age families
This category is one of many; our overview of LSA eligible expenses covers the rest.
Family wellness rules to set early
- Employers decide which relatives count, and plans vary on grandparents, in-laws and adult children.
- Vacations and general travel are usually excluded, even when a trip includes a wellness activity.
- Adult day programs, senior care and home health aides belong in caregiving or dependent care benefits rather than this category.
- Mobility aids and medical equipment are generally handled through the health plan, HSA or FSA.
- Activities for just one family member, like a child's solo sports league, may belong in a different category.
Families this category was made for
Employees in the sandwich generation, caring for kids and aging parents at once, get the most obvious use. For them, one class the whole family attends replaces two separate outings. Grandparents raising grandchildren use it to stay active alongside the kids. Employees whose parents live with them, a common arrangement in many cultures, can include those parents in activities the plan already supports for younger dependents. It also gives far-flung families a reason to plan something together during visits. Many employers pair it with broader programs, such as holistic employee wellbeing.
Designing a multigenerational wellness category
Define eligible family members
State whether grandparents, in-laws and other relatives in the household are included. A clear definition prevents awkward denials and makes the benefit feel inclusive.
Accept family pricing
Many programs sell family passes or bundles. Allow the full family cost instead of asking employees to split out their own share.
Keep caregiving separate
Shared activities are a wellbeing expense, while ongoing elder care is a caregiving expense. Point employees to dependent care benefits or caregiving resources for the second.
Frequently asked questions
Can an LSA cover wellness activities for my whole family, grandparents included?
Many employers allow family activities in their LSA, but who counts as family depends on the plan. Some include grandparents and in-laws, while others limit it to the employee's household or dependents.
Is a family trip to a wellness retreat covered?
Usually only the program fee, if anything. Travel, lodging and vacation costs tend to be excluded, so check your plan before booking. A local day program you attend together is a more common inclusion.
Can I use my LSA for my mom's adult day program?
That's typically a caregiving expense rather than a wellness activity. Look at dependent care benefits, caregiving support programs or your EAP for help with ongoing elder care. Some employers offer caregiving support that addresses this directly.
Do family memberships at a recreation center count?
They're a common inclusion under family or physical wellbeing. Some plans ask you to show that the membership covers household members the plan recognizes. Individual memberships usually belong in a fitness category instead.
LSA funds are generally treated as taxable income. Learn more about how LSA reimbursements are taxed.
This content is general information, not medical, legal, tax, or financial advice. Employer plan terms determine eligibility, and requirements may vary by location.
