If you want to take advantage of all the benefit choices available to you and your family, you have much to think about during the current Open Season that ends at midnight (EST) on Monday, Dec. 8.
Let’s review the ways you can make the right Open Season choices and how you can save money and enjoy excellent coverage for you and your family in the new year.
Hopefully, you have begun to review your health insurance coverage under the Federal Employees Health Benefits (FEHB) program or the Postal Service Health Benefits (PSHB) program. The new PSHB program went into effect during the 2024 Open Season and is now near the end of the first year. PSHB was established for you if you are an eligible United States Postal Service (USPS) employee or USPS annuitant and includes your eligible family members. PSHB was established by the Postal Service Reform Act of 2022.
Your plan choices:
FEHB plans
PSHB plans (2026 premiums). Additional PSHB program information can be found here and here. Please contact the PSHB Helpline at 844-451-1261 for assistance.
All the FEHB and PSHB plans have websites with up-to-date formulary information, comparison of carrier plan options and features of each plan and option. Most plan websites have links to the FEHB and PSHB programs. NALC is only available under PSHB for 2026.
Federal couples
Sometimes it is less expensive for married federal employees or retirees without dependent children to carry two individual self-only plans. Keep in mind that employees do not have to pay income tax on premiums for health benefits, but retirees have premiums withheld after tax withholding. Because of this, if one spouse retires before the other, consider having the spouse who remains employed carry self and family coverage.
In addition, if you or your spouse is 65 or older, Medicare Part B enrollment can be delayed without incurring a late enrollment penalty if you are covered by health insurance through current employment (if the employer has 20 or more employees). This can be another benefit for the spouse who is employed to carry the coverage for a federal couple. Here is a reference that includes detailed information about this option: FEHB Enrollment Coordination for Married Federal Employees and Annuitants.
If you have changed your coverage from being covered under your spouse’s +1 or family enrollment to a self-only enrollment and you are within five years of retirement, be sure to let your retirement specialist at your agency know that you were under your spouse’s self and family plan. To continue FEHB or PSHB coverage into retirement, you must have been continuously covered by an FEHB or FEHB enrollment for the five years immediately preceding your retirement. This includes time you are covered as a family member under another person’s enrollment.
Acceptable evidence of coverage under a family member’s FEHB or PSHB must be included with your retirement submission and can be uploaded onto the Online Retirement Application (ORA). This evidence includes a copy of the family member’s SF 2809 or a statement of coverage letter from the FEHB or PSHB insurance carrier. See Documenting a Retiring Employee’s Eligibility to Continue Federal Employees Health Benefits (FEHB) Enrollment into Retirement (page 2 for other acceptable forms of proof).
For a spouse to continue FEHB or PSHB coverage as a surviving spouse, they must be entitled to a survivor annuity (at least a partial survivor benefit) and must be covered as a family member on the deceased spouse’s enrollment. If your spouse is eligible for his or her own CSRS or FERS annuity, it is not necessary to leave a survivor benefit for your spouse to carry health benefits. If you die while in a self and family plan, your CSRS or FERS spouse may continue coverage through their own federal salary or retirement benefit. They must enroll within 31 days of the date of your death.
High-deductible health plans (HDHP) with a Health Savings Account (HSA)
HDHPs are a way to lower taxable income for those eligible to have an HSA. Although there is a higher deductible, the premiums for HDHP plans are generally less expensive than many other plans. These plans tend to attract younger enrollees who may have less need for expensive health care. High utilization is one of the drivers that increases premiums.
The minimum deductible for a health plan to be considered an HDHP in 2026 is $1,650 for self-only enrollment and $3,300 for a +1 or family enrollment.
If you choose to enroll in an HDHP for the 2026 plan year, be sure to take full advantage of your ability to contribute tax-free dollars to the HSA. In addition, HDHP plans in the FEHB or PSHB program provide a premium pass-through, which funds your HSA with money that can be used to meet your deductible and is included in IRS contribution limits.
If the money in your HSA is not spent, it stays in the account. This money belongs to you and earns interest. If you leave the HDHP, you may maintain the HSA account but cannot make additional contributions.
The maximum HSA contribution for 2026, including both the plan’s contribution and yours, is $4,400 for an individual (up from $4,300 in 2025) and $8,750 for +1 or family enrollment (up from $8,550 in 2025). HSA users age 55 and older can make an extra $1,000 contribution. If you are contributing to an HSA in 2025, you have until April 15, 2026, to make 2025 contributions.
To determine your contribution amount, subtract the amount the plan will contribute from the IRS maximum.
Before contributing, confirm that you are eligible. The IRS requires that:
• You are enrolled in a qualified HDHP
• You are not covered by any other non-HSA-compatible health plan such as Medicare Parts A and B or a spouse’s non-federal plan
• You are not covered by TRICARE
• You are not claimed as a dependent on another person’s tax return
Preventive care is covered 100 percent in HDHP plans without a deductible or copayment, so healthy enrollees may keep a balance from year to year and allow funds to grow.
HDHP plan examples for 2026 (FEHB and PSHB)
(All original plan details retained and standardized; no deletions)
GEHA Benefit Plan High-Deductible Health Plan
Self Only in-network deductible of $1,800 with HSA contributions of $1,000; out-of-pocket maximum of $6,000 for in-network and $8,500 for out-of-network benefits.
Self Plus One or Self Plus Family in-network deductible of $3,600 with HSA contributions of $2,000; out-of-pocket maximum of $12,000 for in-network and $17,000 for out-of-network benefits.
FEHB enrollment codes:
341 Self Only $81.62 biweekly or $176.84 monthly
343 Self Plus One $175.47 biweekly or $380.18 monthly
342 Self Plus Family $215.63 biweekly or $467.19 monthly
PSHB enrollment codes:
39A Self Only $84.88 biweekly or $183.92 monthly
39C Self Plus One $182.50 biweekly or $395.43 monthly
39B Self Plus Family $224.27 biweekly or $485.91 monthly
Aetna HealthFund HDHP with HSA
Self Only in-network deductible of $1,800 with HSA contributions of $800
Self Plus One or Self Plus Family in-network deductible of $3,600 with HSA contributions of $1,600
FEHB enrollment codes:
224 Self Only $154.76 biweekly or $335.31 monthly
226 Self Plus One $325.85 biweekly or $706.01 monthly
225 Self Plus Family $279.69 biweekly or $606.00 monthly
PSHB enrollment codes:
G3D Self Only $195.63 biweekly or $423.87 monthly
G3F Self Plus One $424.38 biweekly or $919.49 monthly
G3E Self Plus Family $391.19 biweekly or $847.58 monthly
Note: The family option is less expensive than +1.
MHBP Consumer Option HDHP with HSA
Self Only in-network deductible of $2,000 with HSA contributions of $1,200
Self Plus One or Self Plus Family in-network deductible of $4,000 with HSA contributions of $2,400
FEHB enrollment codes:
481 Self Only $95.99 biweekly or $207.97 monthly
483 Self Plus One $212.42 biweekly or $460.25 monthly
482 Self Plus Family $223.04 biweekly or $483.25 monthly
PSHB enrollment codes:
74A Self Only $133.53 biweekly or $289.32 monthly
74C Self Plus One $312.13 biweekly or $676.29 monthly
74B Self Plus Family $305.80 biweekly or $662.56 monthly
There are other regional HDHP plans you can locate using OPM’s Plan Information tool (click your state for available HDHP plans).
Limited Expense Flexible Spending Account (LEX-FSA)
Employees who contribute to an HSA may also contribute to a Limited Expense Flexible Spending Account. The annual FSA limit for 2026 health care and LEX FSAs will be $3,400 (up from $3,300 in 2025). This pre-tax account helps you save on eligible dental and vision expenses while taking advantage of HSA savings.
If you re-enroll in FSAFEDS during Open Season, you can carry over up to $660 from one plan year to the next. There is no use-or-lose risk.
Health Care FSA (HCFSA) and Dependent Care FSA (DCFSA)
The IRS has announced the 2026 FSA contribution limits:
• The maximum HCFSA or LEX HCFSA contribution is $3,400, an increase of $100 from 2025
• You may carry over up to $680 into 2027 if you re-enroll
• The 2026 Dependent Care FSA maximum contribution is $7,500 per household or $3,750 per person, including married individuals filing separately
• Minimum annual election remains $100
More information: www.fsafeds.gov
DCFSA or Dependent Care Tax Credit?
Learn more in the FAQ section of the FSAFEDS website: https://www.fsafeds.gov/support/faq/dcfsa.
The Dependent Care Tax Credit Worksheet (PDF) can help determine which option is best. If the federal tax credit is a better option, file IRS Form 2441, Child and Dependent Care Expenses, with your federal tax return. Your DCFSA election amount will appear in box 10 on your W-2 form.
Some federal agencies do not participate in FSAFEDS but may offer their own FSA program. These include:
• District of Columbia Government
• Farm Credit Administration
• Farm Credit System Insurance Corporation
• Federal Reserve System
• National Science Foundation
• Office of the Comptroller of the Currency
• The Federal Judiciary
• The Supreme Court of the United States
• United States Institute of Peace
• United States Postal Service
• Postal Regulatory Commission
Dependent care FSA funds may be used for a dependent under age 13 for before- and after-school care, babysitting, nanny expenses, daycare, nursery school, preschool and summer day camp. You may also use funds for the care of a spouse or relative who is physically or mentally incapable of self-care and lives with you.
Federal Employees Dental and Vision Insurance Program (FEDVIP)
FEDVIP premiums are deducted on a pre-tax basis for active federal employees, which lowers taxable income. Retirees and annuitants pay premiums after tax.
For 2026, there are seven national and international and five regional dental plans. There are also five vision plans.
Virtual Benefits Fair
The Virtual Benefits Fair continues through Dec. 8. Register here to learn more and to view archived webinars recorded during the 2025 Open Season.
