2026 ANNUAL ENROLLMENT IS HERE November 5 through November 24
Total Rewards in 2026
At EverTrue, our goal is to provide team members with a robust employee total rewards program (i.e. employee benefits and compensation) and with a new year approaching, we have updates to share with all employees about our EverTrue total rewards in 2026.
Annual Enrollment begins November 5 and lasts until November 24. All changes/elections must be made in Workday between November 5 and November 24.
Visit EverTrueBenefits.org for new and important information to help you make your 2026 benefit elections.
Team members who are eligible for health benefits have the opportunity to review the benefits that best fit your life needs and make new elections. Some updates for this year include:
Medical Insurance
Our benefits package is one of the ways we invest in you, our most valuable resource. Industry experts are forecasting an average increased cost of 9%, the largest health benefit cost increase in 15 years, yet EverTrue is pleased to share an overall 7.8% increase to medical benefit premiums - less than the U.S. average - with actual employee premium reductions for many team members.
There will be no changes to any of our four medical plans’ benefits, i.e. copays, deductibles, co-insurance, except for the deductibles for our Consumer Driven Health Plan (CDHP) due to IRS regulations. The in-network individual deductible for the CDHP will increase from $3,300 to $3,400 and the in-network family deductible from $6,600 to $6,800.
Some employee premiums are increasing but some are staying the same and some are decreasing:
Team members paid $50/hour or less will see no change to their Silver PPO plan employee premium if enrolled in individual coverage.
Team members paid $50/hour or less and enrolled in the Silver PPO plan and covering dependents will see lower premium contributions in 2026.
All team members enrolled in our Gold PPO plan will see premium increases equal to 10.5%.
Team members enrolled in other medical plans (i.e. Bronze PPO and Consumer Driven Health Plan) will see a 7.8% increase to their premium contributions.
To see what this means in terms of dollar amounts compared between 2025 and 2026, visit evertruebenefits.org/annual-enrollment.
To maintain consistency with the narrower provider network in Missouri on the Bronze PPO plan, members in the Illinois market will have a narrower provider network designed for controlling costs in the state of Illinois. The member impact of this new provider network for members in Illinois is minimal:
94% of all primary care physicians seen in 2025 remain in this narrower network
92% of all specialists seen in 2025 remain in this narrower network
96% of all hospitals visited in 2025 remain in this narrower network.
However, some members’ preferred physicians, specialists, and hospitals will not remain in this narrower network in 2026. Therefore, it’s highly recommended that members check their providers’ network status by visiting Find Care – Choosing a healthcare provider at evertruebenefits.org/coverage-nationwide-internationally and searching for providers in the “IL Blue Choice Select” network.
Dental Insurance
Our Dental insurance premiums will increase by 2.1%, i.e. anywhere from an additional $0.15 to $0.80 per month for those enrolled in the Basic Plan and an additional $0.42 to $1.59 per month for those enrolled in the Enhanced Plan. There are no changes being made to the actual benefits offered in either of these two dental plans.
Vision Insurance
There are no changes to the Vision plan’s benefits or employee premium contributions.
Life Insurance
There are no changes to the EverTrue-paid Basic Life and AD&D insurance. Also no changes to the costs of Voluntary Life Insurance.
Disability Benefits
There are no changes to any of our disability benefits or costs, which include the EverTrue-paid Basic Long-Term Disability (LTD) benefits, the voluntary employee-paid LTD Buy-up benefits, nor the voluntary employee-paid Voluntary Short-term Disability (VSTD) benefits.
Supplemental Income Benefits
There are no changes to Voya’s Hospital, Accident, or Critical Illness benefits or premium costs.
Other important updates for all team members:
Retirement Plan Administrator Update
On January 6, 2026, our retirement plan administrator for our 403b and Roth plan will change from OneAmerica to Voya Financial. This transition is related to Voya’s acquisition of OneAmerica and we expect to continue receiving high quality customer service as well as enhanced technological features. To prepare for this change, we’ll have a “black out period” from December 19 through January 5, in which you will be unable to make changes to your retirement portfolio. We will provide information and assistance regarding the new Voya participant portal during the week of January 5, 2026. Additional information will be provided to employees before January 5 on Voya and this transition.
Employee Gifts
Beginning January 2026, we are required to account for all employee gifts (such as anniversary gifts, recognition gifts, or bonuses) through our payroll system so the financial value of all gifts can be accounted for and treated like earnings for tax purposes. Additional information will be provided as this date approaches.
PTO Sellback Process
Before the 2025 year ends, all EverTrue team members will receive a Workday Inbox To-Do Item, asking you to “opt in” to the EverTrue PTO Sellback Process. You must opt-in to utilize the program in 2026, but it does not obligate you to sell back PTO in the tax year of 2026.
Again, thank you for all you do to keep us EverTrue to our Mission: Older Adults Living Life to the Fullest.
We hope you will visit www.evertruebenefits.org/annual-enrollment to get started November 5.