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City briefs committee on 2026 benefit rates; open enrollment Nov. 10–21, HDHP deductibles and HSA seed increase
Summary
The city outlined 2026 employee benefit rate changes and open enrollment (Nov. 10–21). Highlights include a small increase in HDHP deductibles, higher city HSA seed contributions, and continued cost-share adjustments for Anthem participants.
James Salmon, director of benefits for the City of Atlanta, presented proposed 2026 benefit rates and open-enrollment plans to the Finance and Executive Committee on Oct. 29. Open enrollment is scheduled for Nov. 10–21 and will be passive for most benefits (employees who do not change elections will carry current coverage into 2026), except Flexible Spending Accounts and Health Savings Accounts, which require active annual enrollment.
Plan changes and cost implications described in the presentation include:
• High-deductible medical plan: Deductible will increase by $50 for single coverage (to $1,700) and by $100 for family coverage (to $3,400).
• City HSA contributions (seed money): Increased from $600 to $750 for single coverage and from $900 to $1,500 for family coverage.
• Cost-share glide path: Anthem self-insured participants move toward a targeted employee cost share (23% in the first year of the glide path); the fully insured Kaiser plan participants are already at a 26% cost share.
• Premium impacts: Salmon showed examples of biweekly payroll impacts that vary by plan and tier (Anthem HDHP increases per paycheck in examples ranged from approximately $35 to $117 depending on tier; the Anthem POS increases were smaller). Dental and vision changes were minimal; vision plan rates remain unchanged. Retiree cost-share tiers (26%, 36% or 46%) continue to apply depending on hire/retire dates.
Salmon also described outreach plans: a benefits roadshow, vendor representation in the atrium on Nov. 18–19, and online materials at benefits.atlantaga.gov. Committee members asked technical and eligibility questions (including Medicaid/Medicare Part D and domestic-partner coverage); Department of Law and HR staff clarified existing city code provisions for domestic-partner benefits and current plan compliance with Medicare Part D reporting requirements.
Why it matters: Changes will have modest payroll impacts for employees in 2026, and the benefits team emphasized outreach so employees understand precise paycheck impacts. The committee approved a substitute resolution authorizing the administration to add the 2026 benefit rates to plan-year contracts.
Next steps: HR will finalize plan materials, run the passive-enrollment processes for plans that carry forward, host roadshows, and make vendor representatives available during open enrollment. Employees will receive instructions to log into Oracle and verify their elections, dependent information and beneficiary designations.
