Your medical plan options are expanding
Based on employee feedback, we are expanding our medical plan offerings by adding a preferred provider organization (PPO) medical plan as an option for 2027 enrollment.
Both the high-deductible health plan (HDHP) and the new PPO plan offer comprehensive medical coverage through the Cigna or Horizon Blue Cross Blue Shield network* and cover in-network preventive care at no cost. The main difference is how you pay: The plans vary in paycheck deductions for coverage and what you pay when you receive care.
How the plans differ
| HDHP—Current Plan Offering | PPO Plan—New for 2027 | |
|---|---|---|
| Paycheck deductions | Lower | Higher |
| Annual deductible | Higher | Lower |
| Cost when you receive care | Higher until deductible is met | Lower through copays for many services |
| Tax-advantaged accounts | HSA and LPFSA | HCFSA |
| Solstice contribution | $200 HSA funding for employees with an annual base salary less than $50,000 | $0 |
With both plans, you’ll have access to use out-of-network care, but you’ll pay more than for in-network care.
If you don’t actively enroll, your 2026 benefit elections will roll over to 2027, excluding contributions to your limited purpose FSA or dependent care FSA.
* Other networks and medical plan options are available in some locations. Visit the Solstice Benefits Center to see your options.
Get help choosing a medical plan
To help you choose the medical plan that’s right for you, we’re offering a Medical Plan Decision Guide. By answering a few questions, the guide can help you determine whether the HDHP or the PPO best meets your preferences for 2027.
Beginning October 12, you can view your medical and dental costs at the Solstice Benefits Center.
Solstice PPO at a glance
The chart below shows what the PPO medical plan covers. The coverage is the same whether you choose Cigna or Horizon Blue Cross Blue Shield.
| In-Network | Out-of-Network | |
|---|---|---|
| Annual deductible (Single / Family) | $1,000 / $2,000 | $2,000 / $4,000 |
| Coinsurance | 80% after deductible | 60% after deductible |
| Preventive care | 100% with no deductible | Not covered |
| Primary care office visits | $25 copay | 60% after deductible |
| Specialist office visits | $50 copay | 60% after deductible |
| Urgent care | $50 copay | 60% after deductible |
| Hospital stay | 80% after deductible | 60% after deductible |
| Emergency room | $250 copay (waived if admitted) | $250 copay (waived if admitted) |
| Prescription drugs | Generic $10 copay Preferred brand $40 copay Non-preferred brand $70 copay | N/A |
| Annual out-of-pocket maximum (Single / Family) | $2,575 / $5,250 | $5,150 / $10,500 |
| Dependent coverage | Up to age 26 | Up to age 26 |
How the PPO medical plan works
You pay nothing for preventive care.
In-network preventive care is covered at 100%, which includes some generic prescription drugs. You do not have to meet the deductible first.
Having annual physicals and getting the suggested screenings and vaccinations help you maintain good health and identify potential health issues as soon as possible.
For all other routine services, you pay a copay, and the plan shares the costs.
Routine services may include doctor and specialty care, lab tests, imaging services, and other nonemergency medical care. If you are eligible and enroll, you can use a health care flexible spending account to help pay your out-of-pocket medical costs. Copays do not apply toward your deductible.
You pay less when you visit in-network providers, because they provide services at lower negotiated rates, and the percentage of the coverage is greater.
For other services, such as a hospital stay, you’ll pay out-of-pocket until you meet your deductible.
After you meet your deductible, you pay 20% of covered costs (coinsurance) until you reach your out-of-pocket maximum.
After you reach the out-of-pocket maximum, the plan pays 100% of the cost of services for the rest of the year.
Amounts appear in the table above. For additional details, including which expenses count toward the out-of-pocket maximum, review the Summary of Benefits Coverage (SBC).
New for 2027! Health care flexible spending account (HCFSA)
If you choose the PPO plan, you can no longer contribute to a health savings account (HSA). Instead, we’re offering an HCFSA. This account lets you set aside pretax money for eligible medical, dental, and vision expenses. If you want an HCFSA for 2027, be sure to elect it during Annual Enrollment.
With an HCFSA, you can pay for expenses for yourself, your spouse, and your eligible dependents. Common eligible expenses include medical and office visits, dental care, vision care, prescription drugs and over-the-counter medicines, and medical equipment.
The 2026 contribution limit is $3,400 per employee, which may be adjusted for 2027. Unlike the HSA, if you do not use your entire account balance by December 31, any unused funds will be forfeited.
Increased health savings account (HSA) limits for 2027
Could you save more in your HSA in 2027? The HSA offers a unique triple tax advantage, because your contributions are made pretax, your investment earnings grow tax-free, and withdrawals for eligible health care expenses are tax-free.
In 2027, the updated HSA annual contribution limits set by the IRS are:
- $4,500 for individual coverage
- $9,000 for family coverage
- Plus up to $1,000 in catch-up contributions, if you’re age 55+
These limits include contributions made by Solstice. Annual benefits limits set by the IRS for the limited purpose FSA, dependent care FSA, and commuter benefits are typically published in late October or early November.
Reminder: You MUST reenroll in the limited purpose FSA or dependent care FSA every year.
Enroll beginning October 12
Beginning October 12, review your options, and enroll through the Solstice Benefits Center by 11:59 p.m. ET on Friday, October 30. Even if you plan to keep the same plan and covered dependents, review your options to make sure your benefits continue to meet your needs in 2027.
- If you do nothing, your 2026 elections will roll over to 2027, excluding contributions to your limited purpose FSA or dependent care FSA. You MUST reenroll in these accounts if you want to participate in the coming year.
- Unless you have a qualified life event, the decisions you make now can’t be changed until next fall’s Annual Enrollment.
