HSA Contributions & Medicare at 65 in Connecticut (2026)

Important: this article is general educational information about how Medicare enrollment interacts with Health Savings Account rules. It is not tax advice, and We Find Your Insurance LLC does not provide tax or legal advice. Your own facts — your employer’s plan, your filing status, your enrollment dates — change the answer. Review IRS Publication 969 and speak with a qualified tax professional before acting.

HSAs and Medicare at 65 in Connecticut: What Actually Happens

Health Savings Accounts are the most tax-advantaged account most working Americans will ever own. Contributions go in pre-tax or deductible, the balance grows tax-free, and qualified medical withdrawals come out tax-free. It is the only common account with all three benefits at once. So it is genuinely painful when a Connecticut worker in Hartford, Stamford, or Danbury discovers — usually in February, while doing taxes — that they were disqualified from contributing months earlier and nobody told them.

The disqualifying event is Medicare enrollment. Not turning 65. Not being eligible for Medicare. Enrollment. This distinction is the single most misunderstood point in the entire subject, and it cuts both ways. A 66-year-old software engineer in Shelton who is still working, still on her employer’s high-deductible health plan, and has never enrolled in any part of Medicare can keep contributing to her HSA. Meanwhile her colleague who signed up for “just free Part A because it doesn’t cost anything” cannot contribute another dollar, and may owe tax on what he already put in.

The reason this trips people up is that Part A feels free and harmless. It has no premium for anyone with 40 quarters of Medicare-covered employment, and the conventional advice — “take Part A at 65, it costs nothing” — is correct for most people. It is emphatically wrong for HSA contributors. For them, premium-free Part A carries a very real price: the loss of the ability to fund the best tax shelter they have.

Layer onto that a second rule almost nobody hears about until it has already bitten them: Part A can be granted retroactively. When you apply for Medicare or Social Security after your 65th birthday, the Social Security Administration will generally backdate your Part A entitlement up to six months — never earlier than the first day of the month you turned 65, but up to six months back from your application. That retroactive coverage disqualifies you retroactively too. Contributions you made in good faith during those backdated months become excess contributions.

If you are still working past 65 and weighing whether to delay Medicare at all, start with our companion guide on turning 65 while still working in Connecticut, because the HSA question sits on top of a larger employer-coverage decision.

How the Rules Work (Federal Tax Rules, Connecticut Choices)

The HSA rules are federal tax law, administered by the IRS and described in IRS Publication 969. They apply identically in Farmington and in Fresno. To make or receive HSA contributions for a given month, you must be an “eligible individual” on the first day of that month, which requires four things: you are covered by a qualifying high-deductible health plan (HDHP); you have no other disqualifying health coverage; you are not claimed as a dependent on someone else’s return; and — the relevant one here — you are not enrolled in Medicare.

Note the structure of that last condition. It says enrolled, and it says Medicare without qualification. Part A alone counts. Part B alone counts. A Medicare Advantage plan counts. There is no partial credit and no de minimis exception. One part of Medicare ends HSA eligibility completely for that month.

What the rule does not say is equally important. Being 65 does not end eligibility. Being eligible for Medicare does not end eligibility. Being entitled to Medicare in the loose conversational sense does not end it either — what matters is actual enrollment, which for Part A the SSA treats as entitlement effective on a specific date.

Connecticut’s role in all of this is not the tax rule — that is fixed — but the plan decision on the other side of it. When you do stop contributing and enroll, you enter a Connecticut Medicare market with unusual, favorable consumer protections and a very specific hospital-network geography. Connecticut’s personal income tax begins with federal adjusted gross income, so a federal HSA deduction generally flows through to your state return as well, and an excess-contribution problem generally follows you to the CT return too. Confirm that with your tax preparer for your specific situation.

The Six-Month Lookback Trap, Step by Step

Here is the mechanic in plain sequence. Suppose you turn 65 in March 2026 and keep working with employer HDHP coverage. You correctly delay Medicare. In October 2026 you decide to retire at year-end and apply for Medicare in November. The SSA processes your application and backdates Part A six months — to May 2026. From May forward, you were enrolled in Medicare in the eyes of the IRS, whether or not you knew it in May.

Every HSA contribution you or your employer made for May, June, July, August, September, and October is now an excess contribution. If you were front-loading, or if your employer was depositing a monthly seed contribution, that can be a meaningful number. And because employer contributions count against your limit too, you can create an excess without personally contributing anything.

The practical rule that falls out of this is simple: stop HSA contributions six full months before the month your Medicare coverage will begin, or six full months before you file for Social Security, whichever comes first. Many benefits advisors round that to “stop contributing seven months out” to build in a buffer for a partial month and for payroll lag — payroll systems do not always halt a deduction the moment you ask.

Two important limits on the lookback. First, retroactivity never reaches back before the first day of the month you turned 65, so someone who enrolls at 65 and one month cannot be backdated a full six months. Second, the lookback applies to enrollment that happens after your Initial Enrollment Period, not to a coverage start date you selected within your IEP. If you want the enrollment-window mechanics in detail, see our guide to the Medicare Initial Enrollment Period at 65 in Connecticut.

Why Claiming Social Security Locks In Part A

People plan carefully around Medicare and then get caught by Social Security. If you are receiving Social Security retirement benefits when you reach 65, you are enrolled in Part A and Part B automatically — Part B you can decline, Part A you effectively cannot while drawing benefits. If you claim Social Security after 65, the same automatic Part A enrollment attaches, with the retroactive start date discussed above.

The reason you cannot simply refuse Part A is administrative rather than tax-related: SSA’s long-standing position is that entitlement to Part A and entitlement to Social Security retirement benefits are linked, and withdrawing from Part A after the fact generally requires withdrawing your Social Security application and repaying benefits already received, along with any Medicare-paid claims. That is a very expensive way to preserve an HSA deduction, and for most people it is not worth it.

So the sequencing question for an HSA contributor is not really “when should I take Medicare,” it is “when should I take Social Security,” because the second question answers the first. If you intend to keep funding an HSA to 67 or 70, you generally must also delay your Social Security claim — which, conveniently, is often the financially stronger choice anyway because of delayed retirement credits. Our related guide on Social Security auto-enrollment into Medicare at 65 walks through the automatic-enrollment mechanics and the narrow paths for declining Part B.

One more wrinkle Connecticut readers ask about: if you already took Social Security at 62 or 63, you were auto-enrolled in Part A at 65 and your HSA contributions had to stop then. There is no retroactive fix and no exception for people who did not know. The only remedy is correcting any excess contributions properly.

Prorating Your HSA Contribution Limit in the Year You Turn 65

Annual HSA contribution limits are set by the IRS and adjusted for inflation every year, with separate limits for self-only and family HDHP coverage and an additional catch-up contribution allowed for account holders 55 and older. We are deliberately not printing 2026 dollar figures here, because they change annually and a stale number in a tax article is worse than no number. Verify the current-year limits directly in IRS Publication 969 or at IRS.gov before you calculate anything.

The proration method itself does not change. Under the general monthly rule, your limit for the year equals the annual limit times the number of months you were an eligible individual, divided by twelve — and you count a month only if you were eligible on the first day of that month. Catch-up contributions prorate the same way. If you have family coverage, each spouse’s catch-up must go into that spouse’s own HSA; catch-ups cannot be combined into one account.

Worked example, using months rather than dollars. You turn 65 on July 12, 2026 and your Part A is effective July 1, 2026. You were eligible on the first day of January through June — six months. Your 2026 limit is six-twelfths, or half, of the applicable annual limit, plus half of the catch-up amount. Contribute more than that and the excess rules apply.

There is a separate provision, the last-month rule, that lets someone eligible on December 1 contribute the full annual amount for that year — but it comes with a testing period requiring continued eligibility through the end of the following year. Someone enrolling in Medicare is by definition going to fail that testing period, so the last-month rule is usually a trap rather than an opportunity for the 65-and-enrolling crowd. Failing the testing period pulls the extra amount into income and adds an additional 10% tax. Do not use the last-month rule in a year you are heading into Medicare without running it past a tax professional.

Excess Contributions: The Tax Consequence and How to Correct Them

If you contribute more than your prorated limit, the excess is not simply ignored. Two things happen. First, the excess amount is generally includible in your gross income — you lose the deduction, or in the case of pre-tax payroll contributions, the exclusion. Second, a 6% excise tax applies to the excess for each year it remains in the account. That 6% is annual and recurring, not one-time, which is what turns a small oversight into a compounding annoyance.

The correction path is well established. If you withdraw the excess contribution plus the net income attributable to it before the due date of your federal return for that year, including extensions, you generally avoid the 6% excise tax. The withdrawn earnings are taxable in the year the distribution occurs, but they are not subject to the additional 20% penalty that normally applies to non-qualified HSA distributions. Call your HSA custodian and specifically request a “return of excess contribution” — not a normal distribution. The paperwork and the tax reporting are different, and custodians will code the 1099-SA differently.

If you miss the filing deadline, the excess stays in the account and the 6% applies for that year, but you can still stop the bleeding: you can generally absorb the excess by treating it as a contribution in a later year in which you have unused contribution room. For someone permanently disqualified by Medicare enrollment, that room will never appear, so a timely corrective withdrawal is essentially the only clean fix. Excess contributions are reported on IRS Form 5329, and HSA activity generally on Form 8889.

Practical Connecticut note: because CT’s income tax starts from federal AGI, an income inclusion at the federal level generally raises Connecticut taxable income as well. If you have already filed, correcting may mean amending both returns. This is exactly the kind of situation where a $300 conversation with a CPA in West Hartford or Middletown saves several times its cost.

What You Can Still Do With Your HSA Balance After 65

Losing the ability to contribute is not the same as losing the account. Your HSA balance remains yours indefinitely. It never expires, there is no use-it-or-lose-it feature, and it continues to grow tax-free. What changes after 65 is that the menu of tax-free uses gets both narrower in one direction and wider in another.

Wider: after 65, non-medical HSA withdrawals no longer carry the 20% additional tax. They are taxed as ordinary income, exactly like a traditional IRA distribution. So an HSA effectively becomes a traditional IRA with a medical-expense bonus lane once you hit 65.

Now the specific Medicare rules, which are the reason most Connecticut retirees care. You can use HSA dollars tax-free to pay:

• Medicare Part B premiums, including any income-related monthly adjustment amount (IRMAA) surcharge.
• Medicare Part D prescription drug plan premiums, again including any Part D IRMAA.
• Medicare Advantage (Part C) plan premiums.
• Deductibles, copayments, and coinsurance under any part of Medicare.
• Qualified long-term care insurance premiums, subject to age-based annual dollar limits set by the IRS.
• Dental, vision, and hearing expenses that Medicare does not cover — a meaningful category, since original Medicare covers very little of these.

You cannot use HSA dollars tax-free to pay Medicare Supplement (Medigap) premiums. This surprises nearly everyone. IRS Publication 969 treats Medigap as a “Medicare supplemental policy” and specifically excludes those premiums from qualified medical expenses, even though Part B and Part D premiums qualify. If you pay a Medigap premium from your HSA, that distribution is taxable income to you (though after 65 it escapes the 20% penalty).

That distinction has a real planning consequence in Connecticut. A retiree choosing between a Medigap plan and a Medicare Advantage plan should know that HSA funds can cover an Advantage plan’s premium tax-free but not a Medigap premium — a small thumb on the scale that should never override network and coverage considerations, but is worth knowing. Compare the structures in our guide to Medicare Supplement plans in Connecticut, and see what Medicare actually costs at 65 in Connecticut for the full premium picture.

Staying on an Employer HDHP Past 65 in Connecticut

The whole strategy of continuing HSA contributions past 65 depends on keeping qualifying HDHP coverage and staying out of Medicare. Whether that is safe depends primarily on the size of your employer.

Under the Medicare Secondary Payer rules, if your employer has 20 or more employees, the group health plan generally pays primary and Medicare pays secondary. You can safely delay Part B, keep your HDHP, keep contributing to your HSA, and claim a Special Enrollment Period — generally eight months for Part B — when the employment or the coverage ends. If your employer has fewer than 20 employees, Medicare generally pays primary once you are eligible at 65, and your group plan pays secondary. In that case, delaying Part B can leave you functionally uninsured for the primary share of every claim, which is a far bigger problem than an HSA deduction.

Connecticut’s economy contains a lot of both. A Cigna or Stanley Black & Decker or Yale New Haven Health employee is comfortably in 20-plus territory. A three-person dental practice in Torrington, a family manufacturer in New Britain, or a small firm in Greenwich is not. Confirm the employee count with HR in writing before you build a plan around delaying Part B, and read our detailed guide to the Part B late-enrollment penalty in Connecticut to understand the cost of getting it wrong.

Also confirm that your HDHP still qualifies. Deductible and out-of-pocket thresholds for HDHP status are set annually by the IRS, and plans occasionally drift out of compliance after a redesign — particularly plans that add first-dollar coverage for services beyond the permitted preventive-care safe harbor. Ask your benefits administrator to confirm in writing that the plan is HSA-qualified for the current plan year.

One trap to name explicitly: COBRA is not a solution here. COBRA continuation of an HDHP can technically preserve HSA eligibility if you have not enrolled in Medicare, but COBRA is generally not creditable coverage for Part B purposes and does not give you a Part B Special Enrollment Period. Choosing COBRA over Medicare at 65 is one of the most expensive mistakes available. See COBRA versus Medicare at 65 in Connecticut before you elect it.

Connecticut’s Medigap Advantage: Year-Round Guaranteed Issue

Here is where Connecticut residents get a break that most Americans do not. In the large majority of states, Medigap underwriting protection is limited to a one-time, six-month Medigap Open Enrollment Period that starts when you are 65 and enrolled in Part B. Miss it, and an insurer can medically underwrite you — reviewing your health history, charging more, or declining you outright.

Connecticut is one of a small number of states — New York is the other most-cited example — that requires Medicare Supplement plans to be offered on a continuous, year-round guaranteed-issue basis. In practice, a Connecticut resident enrolled in Part B can generally apply for or switch a Medigap plan at any time of year without medical underwriting. Insurers can neither decline you nor rate you up for health history.

Why does this matter in an HSA article? Because it substantially lowers the stakes of the timing decision you are making. An HSA contributor in Norwalk who deliberately delays Medicare to 68 in order to keep funding the account is not, in Connecticut, forfeiting their one and only shot at a medically underwritten-free Medigap plan the way an identical worker in most other states would be. That is a real, quantifiable benefit of Connecticut residency.

Two honest caveats. First, guaranteed issue governs acceptance, not price: Connecticut Medigap premiums still vary meaningfully by carrier, plan letter, and rating area, and identical Plan G coverage can differ substantially in cost between companies. Shopping matters as much here as anywhere. Second, this protection does not cure a Part B late-enrollment penalty, does not cure a Part D penalty, and does not undo an HSA excess contribution. It softens one specific risk, not all of them. Verify current Connecticut requirements with the Connecticut Insurance Department, since state rules can change.

Deadlines, Windows & Penalties

Several clocks run at once when you turn 65 in Connecticut, and the HSA clock is the one nobody hands you.

• Initial Enrollment Period (IEP) — seven months total: the three months before your 65th-birthday month, the birthday month itself, and the three months after. Enrolling here avoids late penalties.
• Special Enrollment Period (SEP) — generally eight months after employer group coverage or the employment ends, to take Part B without penalty. This is the window that makes delaying safe for employees of larger employers.
• Part B late-enrollment penalty — commonly described as 10% of the standard premium for each full 12-month period you were eligible but not enrolled, and it generally lasts for life.
• Part D late-enrollment penalty — a separate penalty based on the number of months you went without creditable prescription drug coverage. Ask your employer whether the HDHP’s drug coverage is certified creditable; many are, but do not assume.
• The HSA six-month lookback — stop contributions six (ideally seven) months before your Medicare or Social Security start date.
• Excess-contribution correction deadline — the due date of your federal return for the year, including extensions.

For a consolidated view of every date, see our turning 65 Medicare checklist for Connecticut.

What It Costs in 2026

The table below is directional only. It exists to show which levers move money, not to quote figures. Every dollar amount referenced in Medicare and HSA rules is reset annually, and 2026 figures vary by plan, carrier, and Connecticut county.

Illustrative only — 2026 figures change annually and vary by plan and county. Verify current amounts at Medicare.gov and IRS.gov, and confirm with a licensed Connecticut broker and your tax professional.

Connecticut County & Network Differences

Once your HSA contributions stop and you actually enroll, the decision becomes local. Connecticut has eight counties — Fairfield, Hartford, Litchfield, Middlesex, New Haven, New London, Tolland, and Windham — and Medicare Advantage plan availability, premiums, and provider networks are set at the county level. Two neighbors on opposite sides of a town line can face different plan menus.

Network geography follows Connecticut’s health systems. Yale New Haven Health anchors the shoreline and greater New Haven. Hartford HealthCare spans the capital region and reaches into the eastern and shoreline counties. Trinity Health Of New England has a strong Hartford-area and Waterbury presence. Nuvance Health serves western Connecticut around Danbury and the Litchfield County corridor. UConn Health serves the Farmington Valley. If you have an established oncologist at Smilow or a cardiologist within Hartford HealthCare, the network question is not a detail — it is the decision.

This is the practical reason the Medigap-versus-Advantage tradeoff is so consequential here. A Medigap plan paired with original Medicare gives you access to essentially any provider nationwide who accepts Medicare, with no network and no prior authorization for covered services, in exchange for a monthly premium. A Medicare Advantage plan typically costs less monthly, often bundles drug and extra benefits, and constrains you to a network with utilization management. Connecticut’s year-round guaranteed issue means you can move into Medigap later without underwriting — a flexibility residents of most states simply do not have. County-level costs vary too; see Medicare costs in Hartford County for one county’s picture.

Three Connecticut Scenarios

These are hypothetical illustrations, not real clients, and not predictions of your result.

Diane, 65, West Hartford, large employer. Diane turns 65 in April and works for a 4,000-employee insurer with an HSA-qualified HDHP. Her employer plan pays primary, so she delays Part A and Part B entirely and keeps contributing the full annual limit plus catch-up. She retires at 68. Seven months before her planned Medicare start date she instructs payroll to stop HSA deductions, builds the buffer for the six-month lookback, and enrolls using her eight-month SEP. She pays no Part B penalty, made three extra years of HSA contributions, and — because Connecticut has year-round guaranteed issue — buys a Plan G at 68 without medical underwriting despite an intervening health event.

Ray, 66, Waterbury, small employer. Ray works for a 12-person contractor. He assumed the “still working” exception applied to him and delayed Part B while contributing to his HSA. It did not: under the 20-employee rule, Medicare would have been primary from 65. He enrolls late, faces a lifetime Part B penalty, and because his Part A is backdated six months, sixteen months of contributions become excess. He withdraws the correctable portion plus earnings before his extended filing deadline and pays tax on the rest. A single confirming email to HR would have prevented the entire sequence.

Marisol, 65, Stamford, claiming Social Security. Marisol files for Social Security at 65 while still working part-time on an HDHP. The claim automatically enrolls her in Part A effective the month she turned 65. She had already made a full-year lump-sum HSA contribution in January. She catches it in November, requests a return-of-excess distribution from her custodian for eleven-twelfths of the amount plus attributable earnings, files before her deadline, and avoids the 6% excise tax. She keeps the balance and later uses it tax-free for Part B and Part D premiums — but learns she cannot use it for the Medigap premium she also pays.

Common Mistakes That Cost Connecticut Retirees

• Taking “free” Part A at 65 while still contributing to an HSA. The most common error by a wide margin. Free Part A is not free if you are funding an HSA.
• Ignoring the six-month lookback. Stopping contributions the month you apply for Medicare is too late. Six months, minimum.
• Forgetting employer contributions count. Your limit includes what your employer deposits. You can create an excess without contributing a dollar yourself.
• Front-loading in January of your 65th year. A full-year lump sum in a year you will only be eligible part of is an excess contribution waiting to happen.
• Assuming the 20-employee rule applies to you. Confirm the count with HR in writing. Small-employer employees generally must take Part B at 65.
• Using the last-month rule on the way into Medicare. You will fail the testing period, triggering income inclusion plus an additional 10% tax.
• Paying Medigap premiums from the HSA. Part B, Part D, and Medicare Advantage premiums qualify; Medigap does not.
• Electing COBRA instead of Medicare. COBRA is generally not creditable coverage for Part B and does not create a Part B SEP.
• Requesting a normal distribution instead of a return of excess. The tax coding differs, and the wrong request forfeits the correction.
• Closing the HSA at retirement. The balance keeps growing tax-free and remains one of the best ways to pay Medicare premiums and dental, vision, and hearing costs.

More broadly, review the most common Medicare enrollment mistakes in Connecticut before your 65th birthday, not after.

Your Step-by-Step Connecticut Action Plan

1. Twelve months before 65: Ask HR in writing how many employees the company has and whether the health plan pays primary or secondary at 65. Get the answer in email.
2. Twelve months before 65: Confirm in writing that your plan is HSA-qualified for the current year and whether its drug coverage is certified creditable for Part D.
3. Nine months out: Decide your target Medicare start date and your Social Security claiming date. The earlier of the two drives everything else.
4. Seven months out from that date: Instruct payroll and your HSA custodian to stop all contributions, yours and your employer’s. Verify the stop actually took effect on the next pay stub.
5. Six months out: Calculate your prorated limit for the year using current-year IRS figures and your eligible months. Compare it to what has already gone in.
6. If you are over the limit: Call your custodian and request a return of excess contribution plus net income attributable, before your federal filing deadline including extensions.
7. Three months before your start date: Apply for Medicare through the Social Security Administration, online or by appointment. Confirm your Part A effective date in writing.
8. At enrollment: Choose your coverage path — Medigap plus a standalone Part D plan, or a Medicare Advantage plan — checking your specific doctors, hospital system, and prescriptions against each option. Use the Medicare Plan Finder.
9. Check affordability programs: If income is modest, review Connecticut’s Medicare Savings Programs (QMB, SLMB, ALMB) through CT DSS. Limits change annually and CT’s have historically been comparatively generous. If you may qualify for HUSKY Health as well, ask about dual eligibility.
10. After enrollment: Set up your HSA to reimburse Part B, Part D, or Medicare Advantage premiums tax-free — and remember Medigap premiums do not qualify.
11. Every fall: Re-shop during the Annual Enrollment Period. Formularies and networks change yearly. In Connecticut you can also move to Medigap at any time without underwriting.
12. Before you file: Give your tax preparer your Form 5498-SA, any 1099-SA, and your Part A effective date so Form 8889 is completed correctly.

Where a Licensed Connecticut Broker (and CHOICES) Fits

Two free resources exist, and they do different jobs. Use both.

CHOICES is Connecticut’s State Health Insurance Assistance Program, delivered through the Department of Aging and Disability Services and the Area Agencies on Aging. Counselors are trained, unbiased, sell nothing, and are paid by nobody in the insurance industry. They are excellent for a neutral second opinion, for Medicare Savings Program screening, and for confirming you understand your options before you sign anything.

A licensed Connecticut broker — like We Find Your Insurance LLC, headquartered in Farmington — is appointed with multiple carriers, can compare specific plans against your specific doctors and prescriptions, can actually enroll you, and costs you nothing directly because brokers are compensated by the carriers. A good broker also handles the January phone calls when a claim processes strangely.

What neither of us can do is give you tax advice. A broker can tell you exactly when your Part A will be effective, which is the input your CPA needs. Your CPA computes the prorated limit and handles any correction. That handoff — broker confirms the enrollment date, tax professional handles the tax math, CHOICES confirms you have not missed a benefit — is how Connecticut workers get this right.

We never guarantee savings, approval, or a specific plan outcome. Plan availability and premiums vary by county and change annually. Nothing here is tax or legal advice.

Related Connecticut Medicare Guides

• Turning 65 and Still Working in Connecticut — the employer-coverage decision that sits underneath every HSA timing question.
• When Can I Enroll in Medicare in Connecticut? — every enrollment window, IEP through SEP, in one place.
• How to Apply for Medicare in Connecticut — the actual SSA application steps and how to confirm your Part A effective date.
• Medicare Costs in Connecticut — what the premiums, deductibles, and IRMAA tiers really look like statewide.
• Medicare Advantage vs. Supplement in Connecticut — the network-versus-premium tradeoff, and which premiums your HSA can cover.
• The Medigap Open Enrollment Window at 65 in Connecticut — why CT’s year-round guaranteed issue changes the timing math.

Sources & References

1. IRS — Publication 969, Health Savings Accounts and Other Tax-Favored Health Plans
2. Medicare.gov — Get Started with Medicare (enrollment periods and timing)
3. Social Security Administration — Medicare Enrollment and Automatic Enrollment
4. Centers for Medicare & Medicaid Services — Program Rules and Annual Figures
5. SSA — Form SSA-44, Medicare IRMAA Life-Changing Event Appeal
6. CT Department of Aging and Disability Services — CHOICES Medicare Counseling
7. Connecticut Insurance Department — Medicare Supplement Rules and Rate Filings
8. CT Department of Social Services — Medicare Savings Programs and HUSKY Health
9. Medicare Plan Finder — Compare Connecticut Plans by County

Frequently Asked Questions