Active Benefits Highlights
Topics on this page:
Overview
The annual open enrollment period for URochester benefits for calendar year 2027 will be held from Monday, October 26–Monday, November 9, 2026.
Choosing the right benefit plan is an important decision. Resources are available on the Open Enrollment website to help guide you through selecting your 2027 benefits. There you can access your 2027 benefit rates, the ALEX benefit selection assistant, webinars, Q&A sessions, a checklist of the steps needed to complete your benefit elections, and answers to frequently asked questions. Please contact the Office of Total Rewards at totalrewards@rochester.edu or (585) 275-2084 if you need additional assistance.
University Commitment to Managing Rising Healthcare Costs
Nationally, the cost of healthcare services, prescription drugs, and high-cost healthcare claims continues to impact healthcare plan costs at the University and at other employers across the country.
As these costs continue to rise, the University will once again absorb a greater share of the increase to help limit the financial impact on employees. We understand how important affordable, high-quality healthcare is to the wellbeing of our faculty, staff, and their families. Our goal is to continue offering quality plan options while responsibly managing costs and helping ensure you have access to the care you need.
Responding to Rapidly Rising Healthcare Costs
Over the last five years, the University’s investment in healthcare coverage has grown by more than 116%—an increase of more than $234 million. The University has continued to increase its investment in healthcare and its share of costs to help moderate the impact of rising healthcare costs on faculty and staff. Employees historically paid 13% of healthcare premiums and now pay 11.2%. National benchmarks show employees typically pay 16% on average.
New and Noteworthy
1. Plan Out-of-Pocket Maximums
Beginning in 2027, all employees enrolled in a health plan will have the same out-of-pocket maximum. The out-of-pocket maximum for salary band 1 will no longer vary based on salary band or employment status and will be the same as other bands. Please refer to the Health Plans Comparison Chart for the out-of-pocket maximum amounts.
2. Rates for Spouse/Domestic Partner and Family Coverage Levels
As part of our efforts to manage rising health care costs for employees, we are focusing our increased investment on Employee Only and Employee & Child(ren) coverage. As a result, the University’s contribution toward these coverage levels will increase, while rates for Employee & Spouse/Domestic Partner and Family coverage will, on average, increase by a higher percentage consistent with the higher cost of these plans.
3. Increased Investment in Wellness Incentives
As part of our continued investment in employee wellbeing, wellness incentive opportunities will increase again in 2027. Eligible employees and their spouses/domestic partners can each earn up to $750 by completing a Personal Health Assessment ($150), an eligible Condition Management Coaching program ($300), and an eligible Lifestyle Management Program ($300). This represents an increase from the current maximum incentive of $450 per person. As announced during last year’s open enrollment, we will discontinue the Health Savings Account (HSA) seed contribution that was available only to salary band 1 employees beginning in January 2027 and increase our investment in wellness incentives for all eligible employees.
4. Increased HSA and FSA Contribution Limits
Health Savings Account (HSA)*
$4,500 for single | $9,000 for plans with dependents
Additional $1,000 contribution if the account holder is age 55 or older
Flexible Spending Accounts (FSA)*
Health Care or Limited Purpose FSA—$3,400 limit
Dependent Care FSA—$7,500 per household**
*Eligibility rules apply
**Federal non-discrimination guidelines require the University to test the Dependent Care FSA to ensure that highly compensated employees, as defined under IRS guidelines, do not disproportionately contribute to the Dependent Care FSA. Highly compensated employees may have their FSA maximum contribution amount reduced if the test results do not meet federal guidelines.
5. FSA Rollover Benefit
Eligible employees electing to contribute to a Health Care FSA or Limited Purpose FSA in 2027 may roll over up to $680 of remaining 2026 funds to 2027. To be eligible for rollover, employees must elect to contribute to a Health Care FSA or Limited Purpose FSA during open enrollment. Employees who do not elect to contribute in an FSA for 2027 will forfeit any remaining 2026 FSA funds. A Dependent Care FSA is not eligible to have a rollover to 2027; any unused 2026 funds will be forfeited.
6. NEW: University-Paid Identity Protection with Norton LifeLock
You asked. We responded: Identity protection coverage at no cost to eligible employees. Employees have told us that identity protection is an important benefit. In response to that feedback, beginning January 1, 2027, the University will provide 100% employer-paid identity protection coverage for eligible employees through Norton LifeLock. Employees currently enrolled in the employee-paid Allstate Identity Protection benefit will be automatically transitioned to Norton LifeLock effective January 1, 2027.
Family coverage will also be available as a buy-up option for $9.95 per month. This is an evergreen benefit, which means you can elect family coverage at any time throughout the year—you are not limited to Open Enrollment. Employees who elect family coverage will need to add their family members through Norton LifeLock. More details can be found on the Benefits website.
Eligibility
The Benefit Plans offered by URochester to eligible employees cover a wide range of benefits. Since eligibility for the plans varies and rules apply, please be sure to review the Benefits Eligibility website.
Resources
Please Note: This notification constitutes a Summary of Material Modifications (“SMM”) to the Plan’s Summary Plan Description. Please refer to the Summary of Benefits and Coverage (SBC) for additional information.