Use this checklist to make the most of 2026 FEHB Open Season

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2026 FEHB Open Season Checklist for Federal Employees

With higher premiums (average 12.3% increase), fewer plans (146 to 132), and benefit changes, review options to manage costs. Key steps:

Check Available Plans: Several local plans exit (e.g., Aetna Open Access High in GA/AZ/PA, AvMed HDHP/Standard, Independent Health High, Priority Health options, Sentara Health HDHP/High); NALC CDHP/High leaves FEHB but stays in PSHB for USPS. New additions: Kaiser Prosper (Fresno, CA), Baylor Scott & White Value (select TX). Discontinued plans auto-enroll in GEHA High if no action.
Review Plan Brochure Section 2: Examine "Changes for 2026" for premium hikes, benefit updates (e.g., new/discontinued coverage, copays/coinsurance shifts, pre-authorizations). Examples: Catastrophic limits rise in 29 plans; Qualchoice/Kaiser Colorado add doula coverage; BCBS Basic increases costs for equipment/hospital/drugs; GEHA Standard raises deductibles/copays/coinsurance. Access via carrier sites, OPM tool, or Checkbook’s Guide.
Use Yearly Cost Estimates: Total costs include premiums + out-of-pocket + potential savings accounts. Checkbook’s Guide ranks plans by estimated annual costs; e.g., D.C.-area family could save $5,190 switching from BCBS Standard to GEHA HDHP.
Verify Providers and Drugs: Confirm doctors in-network (e.g., recent UnitedHealthcare-Johns Hopkins dispute shifted some to out-of-network); use plan directories or contact providers. Check prescription coverage/tools for pricing changes to avoid surprises.
Leverage Tax-Advantaged Accounts:
- FSA: Payroll-funded for healthcare (limit $3,400; $680 rollover); saves ₃₀% on taxes for dental/vision/drugs/OTC; enroll via FSAFEDS (same Open Season). Ineligible post-retirement/annuity.
- HSA (via HDHPs): Limits rise to $4,400 (self), $8,750 (family); plans contribute $750–$1,200 (self) or $1,500–$2,400 (family); triple tax-free for qualified expenses (penalty-free non-medical after 65). Pair with limited FSA for dental/vision. Ends with Medicare enrollment.

Even if staying put, reassess premiums, benefits, networks, and drugs. Switch to lower-cost plans (e.g., HDHP + HSA) or add FSA for savings. Guide by Kevin Moss (Consumers’ Checkbook); access/purchase Checkbook’s 2026 Guide (20% off for Government Executive readers with code GOVEXEC).

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Additional Context on 2026 FEHB Open Season

The Federal Employees Health Benefits (FEHB) program, administered by the U.S. Office of Personnel Management (OPM), provides comprehensive health insurance to over 8 million federal employees, retirees, and family members. Open Season runs from November 11 to December 9, 2025, allowing eligible participants to enroll, change, or switch plans without a qualifying life event. This year's changes reflect broader healthcare trends, including inflation-driven premium adjustments (OPM confirms the 12.3% average biweekly increase for employees) and a net reduction in nationwide plans from 146 to 132 due to mergers, exits, and consolidations among carriers like Aetna and UnitedHealthcare.

Plan Landscape Updates:

Exiting Plans: Beyond the mentioned local options, nationwide impacts include the end of MHBP Consumer-Driven and Standard plans for non-Postal employees (transitioning to PSHB for USPS workers starting 2025). Auto-enrollment defaults to GEHA High Option for most discontinued plans, but affected enrollees should confirm via their agency's HR or OPM's portal to avoid gaps.
New and Expanded Options: Additions like Kaiser Prosper in Fresno emphasize regional focus, while Baylor Scott & White targets Texas markets with value-based care. Some plans, such as BCBS and GEHA, are enhancing telehealth and mental health parity to align with the No Surprises Act and MHPAEA requirements.
Benefit Shifts: Rising catastrophic maximum out-of-pocket limits (now up to $9,450 for self-only in some plans, per ACA guidelines) offer protection but increase potential exposure. New coverages like doula services in select plans address maternal health equity, while pre-authorization expansions (e.g., for gene therapies) aim to control costs.

Cost Management Insights:

Total annual costs can vary widely by location and usage; for instance, OPM data shows self-only premiums averaging $144 biweekly (employee share), but HDHPs like Aetna or GEHA often yield net savings through employer contributions to HSAs. Checkbook’s Guide, an independent non-profit resource, uses actuarial models to project costs based on utilization data from millions of claims—its rankings prioritize value over brand names.
Prescription Drug Trends: With formularies tightening (e.g., more Tier 3 drugs in BCBS), tools like OPM's Plan Comparison Tool or carrier apps (e.g., Express Scripts for many plans) allow real-time pricing checks. Biosimilar shifts for drugs like Humira could lower costs by 20-30% in 2026.

Tax-Advantaged Accounts in Depth:

Flexible Spending Accounts (FSA): Administered by FSAFEDS, the 2026 limit increase to $3,400 (from $3,200) includes a uniform $680 rollover (up from $640), but funds are use-it-or-lose-it otherwise. Eligible expenses expanded under IRS Notice 2025-1 to cover more menstrual products and long COVID therapies.
Health Savings Accounts (HSA): Paired with HDHPs (minimum deductibles: $1,650 self/$3,300 family), the 2026 contribution limits adjust for inflation (IRS Rev. Proc. 2025-15). Employer contributions are excluded from income, and post-65 withdrawals for non-medical uses incur only income tax (no 20% penalty). Note: HSAs are incompatible with Medicare Parts A/B, but can continue for Part D or supplements.

For official resources, visit OPM.gov/FEHB or the interactive Plan Comparison Tool launching in October 2025. Federal employees should coordinate with their payroll office (e.g., via NFC or DFAS) for seamless changes effective January 1, 2026. Retirees under annuity should use OPM's Retirement Services portal. This Open Season coincides with PSHB rollout for Postal Service, potentially influencing carrier stability long-term.