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Employer Reimbursement Request for Celiac Costs

Three approaches in one tool: an LSA / wellness-account submission, an ADA accommodation request, or a warm direct ask. Pick your situation and we assemble a tailored letter.

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What this is

A lot of US employers offer benefits that can cover celiac expenses, and most employees with celiac disease never ask.

Wellness stipends, lifestyle spending accounts (LSAs), healthcare reimbursement arrangements (HRAs), and ADA accommodation budgets all sometimes cover celiac-related expenses, especially the gluten free food premium and related medical costs. The category that unlocks most of this is medical specialty foods, supported by a Letter of Medical Necessity.

The ask is legitimate, the documentation exists, and the legal framework is solid. The only missing piece is usually the letter. Pick the version that fits your workplace and we assemble it from your details.

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Answer a few questions and we assemble your letter

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Editable templates, ready to use

Every version is an editable starting draft, never a locked template. Edit it to fit your situation before you send it.

DOCX Word document (.docx) All three versions, edit in Word, Pages, or Google Docs PDF PDF Print or share for reference
How it works
1
Find out what benefits exist
Check your handbook or benefits portal, or ask HR for a full list of wellness, lifestyle, and reimbursement programs. Many employees do not know their company has an LSA.
2
Read the existing categories
Most LSAs cover fitness, nutrition, mental health, and sometimes “medical specialty foods.” That last category is your entry point.
3
Pick a specific dollar amount
“I would like to submit about $1,500 a year in celiac-related food and supplement costs” is far easier to approve than an open-ended ask.
4
Attach the documentation
A signed Letter of Medical Necessity, itemized receipts, and a short price-comparison log do most of the persuading.
Tips
Lead with documentation, not emotion

Insurance and HR people respond to clean paperwork. The Letter of Medical Necessity does most of the persuading; these letters frame the ask so it feels routine, not novel.

Reference existing categories

“Per our LSA's eligible expense list” or “consistent with HSA/FSA medical expense rules under IRC 213(d)” makes the ask feel like a routine categorization decision, not an exception.

The first no is often “not yet”

If the answer is no, ask what would be needed to revisit next benefits cycle. Some companies add a category or expand an LSA when an employee asks with documentation.

Where this comes from

Every statutory reference and cost figure here is grounded in primary sources.

Friendly reminder. These templates are general educational information, not personalized legal, medical, or HR advice. Workplace policies and ADA accommodations vary by employer, state, and individual situation. The ADA applies to employers with 15 or more employees; smaller employers may be covered by state-law equivalents. Expenses your employer reimburses cannot also be tracked as a Schedule A medical expense or reimbursed from an HSA or FSA, so keep track of which dollar went where. Consult an HR professional or employment attorney for material decisions.