Penn’s Benefits Open Enrollment is fast approaching. This year’s Open Enrollment will be Monday, April 20 through Friday, May 8.
Open Enrollment is an annual opportunity to make changes to Penn health plans, life insurance, and flexible spending accounts. While Open Enrollment is still a few weeks away, Penn HR wants to give faculty, staff, and postdocs plenty of time to learn about the upcoming 2026-2027 plan changes, on-campus Open Enrollment Benefits Fair, virtual and on-campus benefits presentations, and other available resources. For more information about benefits, visit www.hr.upenn.edu/openenrollment.
Plan year changes for 2026-2027
Effective July 1, 2026, a working spouse contribution of $100 per month ($23.08 weekly for 52 paychecks) may apply if a spouse has access to group medical coverage through an outside employer but enrolls in one of Penn’s medical plans. The working spouse contribution will be deducted on a pre-tax basis (post-tax for NRSA postdocs).
The working spouse contribution applies to:
A spouse/domestic partner eligible for medical coverage through their employer but is covered on one of Penn’s medical plans.
A spouse/domestic partner eligible and enrolled in medical coverage through their employer and covered on one of Penn’s medical plans.
A spouse/domestic partner eligible for Pre-65 retiree medical coverage through their former employer but is covered on one of Penn’s medical plans.
The working spouse contribution DOES NOT apply to:
Medicare, Tricare, Medicaid.
Married couples who are both employed at Penn.
A spouse/domestic partner who is only eligible for Penn’s retiree medical benefits.
A spouse/domestic partner who is not employed.
A spouse/domestic partner who is self-employed.
A spouse/domestic partner who is employed but not eligible for medical coverage through their employer.
A spouse/domestic partner who works for an employer that does not offer medical coverage.
During Open Enrollment, faculty, staff, postdocs, and NRSA Fellows who have a spouse enrolled in one of Penn’s medical plans or who add a spouse to one of Penn’s medical plans will be required to log into Workday and select or waive the working spouse contribution. By waiving the contribution, you are attesting that a spouse/domestic partner does not have access to other coverage through their employer. Even if you do not make changes to benefits coverage, you must complete the process in Workday if covering a spouse/domestic partner on one of Penn’s medical plans. If no action is taken, you will be defaulted to the $100 monthly contribution.
Re-elect to continue participating in Flexible Spending Accounts—Youwill need to re-elect your Health Care and/or Dependent Care Flexible Spending Accounts to continue coverage in the new plan year.
Unlike your medical, dental, vision, and life insurance, which roll over to the next plan year if you don’t make changes, you must re-elect your Flexible Spending Account this year if you wish to continue participation in the plan.
If you do not re-elect the coverage for the upcoming plan year, you will be defaulted with a $0 annual goal amount, and you will not be able to enroll in the plan until the next Open Enrollment period unless you have a qualifying life event.
Please log into Workday to review and re-elect your FSA. If you need assistance, please contact Health Advocate at 1-866-799-2329.
Higher contribution amount allowed for Dependent Care Flexible Spending Account—The maximum contribution you can make to your Dependent Care Flexible Spending Account (DCFSA) is increasing from $5,000 to $7,500. Highly compensated employees’ maximum remains at $2,500. You cannot roll over any unused DCFSA funds to the following plan year. Due to an IRS regulation known as “use it or lose it,” if you don’t use the full balance in your DCFSA each plan year, you forfeit the unused money.
Higher Health Care Flexible Spending Account rollover increase—The Health Care Flexible Spending Account (HCFSA) helps you pay for eligible healthcare expenses with pre-tax dollars. The maximum annual contribution remains $3,400. In the new plan year, the amount you can roll over to the next plan year will increase from $660 to $680. You will forfeit any remaining balance over $680.
Health Savings Account contribution increase—The High-Deductible Health Plan and the Health Savings Account work together to help manage healthcare costs. In the new plan year, you can contribute more: up to $3,400 for individual coverage and up to $6,750 for family coverage.
Additional voluntary benefits options—Penn is enhancing its Penn Benefits Extras program, administered by Corestream, with new voluntary benefits such as legal services, purchase financing, and pet wellness. Learn more on the Penn Benefit Extras webpage.
PennCare/Personal Choice PPO transitions to new behavioral health provider—Independence Behavioral Health Network (IBX) will replace Quest Behavioral Health as the behavioral health provider for the PennCare/Personal Choice health plan. Independence has made significant investments to expand and strengthen its behavioral health network, which now includes Penn Medicine providers. IBX is working with Quest to ensure a smooth transition, continuity of care, and expanded provider participation, including to bring some Quest providers onboard as an in-network provider. For information about your providers’ participation, contact the Benefit Solution Center at 866-799-2329. Behavioral health providers for all other medical plans will remain the same.
Health Plan deductible increase—Effective July 1, 2026, health plan deductibles will increase by $125. This adjustment helps manage rising healthcare costs while continuing to offer comprehensive coverage for our faculty, staff, and postdocs.
Curalinc is Penn’s Employee Assistance Program provider—Curalinc, a recognized leader in providing comprehensive EAP solutions, is Penn’s Employee Assistance Program provider. Penn offers both preventative and treatment services to Penn employees and their families through the EAP. All Penn benefits-eligible faculty, staff, and postdocs have 24/7 access to masters-level intake counselors via the EAP, which offers free confidential counseling services to help you manage challenges. You can reach out in any of the following ways:
Medical, dental, and vision rates—For the 2026-2027 plan year, medical plan rates and Penn Dental Plan rates will increase, while MetLife Dental Plan and vision plan rates will remain the same. Visit the Open Enrollment webpage or the Benefits Enrollment Guide for complete rate information.
New identification cards for Penn Care/Personal Choice plan holders—All PennCare/Personal Choice Plan holders will receive new identification cards mailed to their homes at the end of June.
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