Open Enrollment
Open Enrollment for the 2025鈥�2026 plan year begins on Monday, April 28, 2025, and
concludes on Friday, May 9, 2025, at 11:59 p.m. This annual period provides benefits-eligible
faculty, staff, and administrators the opportunity to review their current benefit
plans and make changes or updates to coverage without a qualifying IRS Life Event.
After Open Enrollment ends, changes will only be permitted for new hires, newly eligible
employees, or those who experience a qualifying IRS Life Event.
This year鈥檚 Open Enrollment will be passive for medical, dental, vision, voluntary
supplemental life, voluntary long-term disability buy-up, and voluntary Cigna accident,
critical illness, and hospital indemnity coverage. This means employees are not required
to re-enroll, and their current benefit elections will automatically carry over to
the new plan year beginning July 1, 2025, except for Flexible Spending Accounts (FSAs).
To continue participation in the health care and dependent care FSAs, employees must
actively elect an annual contribution amount. Without an election, FSA enrollment
will not carry over into the new plan year.
Before making their benefit elections, it's recommended that employees and their family
members take time to review the or watch the to become familiar with all benefit plan options.
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ALEX is an easy-to-use virtual benefits counselor. Alex will walk employees through the process of choosing benefits based on their answers to questions, with easy-to-understand explanations. Through ALEX, employees will receive personalized, confidential benefits guidance, which can be accessed on any computer, tablet, or smartphone.
We continue to offer the Cigna HDHP, OAP-IN, and OAP Plans with changes to the HDHP and OAP plan designs. In addition, premiums will increase effective July 1, 2025, for all three medical plans. The medical plans have a 5-tier rate structure. Premiums are equitably based on the cost of the different coverage levels. This structure also allows for differing circumstances and encourages employees and their families to explore medical plan alternatives that may be most advantageous to them. Available coverage levels:
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Employee Only
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Employee + Spouse/LDA
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Employee + 1 Child
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Employee + Children (2 or more children)
- Family (spouse/lda and child(ren)
Wellness Compliance
Beginning July 1, employees must log in to and complete the online health assessment. Cigna will automatically verify the completion
of the annual physical exam therefore, employees and their enrolled spouse or Legally
Domiciled Adult (LDA) are no longer required to manually enter the date of their physical
exam. However, to earn the incentive, the physical exam must be completed between
July 1, 2024, and October 31, 2025.
Employees are reminded not to submit the wellness screening form or any other documents
in the myCigna portal, as Cigna will void any uploaded documents.
Medical plan premiums are reduced for employees who complete their Wellness Steps
between July 1 and October 31 of each plan year. Employees who do not complete the
required Wellness Steps by October 31 will not qualify for the reduced wellness premiums,
and the higher non-wellness premiums will take effect starting with the first paycheck
in December.
For any issues or questions, employees are encouraged to contact Benefits & Wellness
at extension 1365 before the October 31 deadline.
High Deductible Health Plan enrollees are eligible to participate in the HSA. Employees
wishing to participate must enroll in the HSA to receive Loyola's contribution of
$ 500 (employee only coverage) or $ 1,000 (two-party and family coverage). Employees
are not required to contribute a specific amount however, they must at least indicate
$ 0 to receive Loyola's contribution. Anyone who "Waives" enrollment will not be eligible
for Loyola's contributions.
The IRS set an annual limit each calendar year. The 2024 annual limit is $ 4,150 for
Individual coverage and $ 8,300 for Two Party and Family coverages. Payroll deductions
can be changed mid-year without a qualifying life event. This is the only benefit
plan that allows changes outside of the open enrollment period. Contact Optum with
questions or assistance with managing the accounts.
Employees, including current participants must actively enroll in the Health Care Flexible Spending Account (HCFSA) and/or Dependent Care Flexible Spending Account (DCFSA) every plan year. If current participants do not re-enroll their FSA coverage will end on June 30, 2025. This is an IRS requirement and must be strictly followed. Current participants should contact Optum Financial at 800-243-5543 if they have questions or need assistance with their account.
Health Care FSA
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- New "Rollover" Provision
- up to $ 660 of unused funds can be used if rollovered to subsequent plan year.
- re-enrollment is required.
- Annual election limit for the Health Care FSA increased to $ 3,300.
- Submit claims and receipts online.
- New "Rollover" Provision
Dependent Care FSA
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- Annual election limit remains at $ 5,000.
- Submit claims and receipts online.
- Participants who are enrolled in both DCFSA and CCVP cannot be reimbursed over the annual limit ($ 5,000).
- reimbursements exceeded $ 5,000 will be taxable to the employee.
Other Benefit Plans
Dental Plans ()
Premiums will increase for the Copay and PPO Plans. Please refer to the Employee Benefits
Guide or the Benelogic Enrollment Portal for premium information.
Vision Plans ()
Premiums will remain the same. No changes to plan design.
Life and Disability ()
Premiums for supplemental life insurance, dependent life, and long-term disability
buy-up plans will remain the same. No changes to plan design. New enrollment must be approved by Symetra in order to complete the enrollment process.
Complete the immediately after selecting the benefit plan. Approval or denial will be communicated
via email from Symetra.
Voluntary Supplemental Benefits ()
No changes to premiums or plan design for the Accident, Critical Illness, and Hospital
Indemnity Plans.
Educational Meetings
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- Individual and group meetings are filled. Try another contact.
- In-Person Benefits Fair 鈥� May 1st, 10 am 鈥� 1 pm (McGuire Hall East).
- One-on-One Consultations with TIAA financial specialist contact TIAA at 800-732鈥�8353,
Monday through Friday, from 9 am to 5 pm.
Ready to Enroll
Log in to Workday and access the Open Enrollment task to begin the enrollment process. Utilize the companion guide for step-by-step instructions and detailed explanations of the benefit plan options available to you.
Need Assistance
- PSA Benefits Hotline at 1-877-716-6618 or loyola@psafinancial.com
- Cigna OneGuide at 1-888-806-5042 or Live Chat at
- Loyola Benefits & Wellness 410-617-1365, 410-617-1366, 410-617-1368
- Loyola Human Resources 410-617-2354 or humanresources@loyola.edu
This website provides a summary of the benefits available. The University reserves the right to modify, amend, suspend or terminate any plan at any time, and for any reason without prior notification. You will be notified of any changes to these plans and how they affect your benefits, if at all. The plans described on this website are governed by insurance contracts and plan documents, which are available for examination. We have attempted to make explanations of the plans on this website as accurate as possible. However, should there be a discrepancy between this website and the provisions of the insurance contracts or plan documents, the provisions of the insurance contracts or plan documents will govern. In addition, you should not rely on any oral descriptions of these plans, since the written descriptions in the insurance contracts and plan documents will always govern.