Deferred Compensation (DCP Plan)
DCP Plan
401(k) Plan Alternative
The Deferred Compensation Plan, or the DCP Plan, was developed for employees ineligible to participate in the 401(k) Plan due to IRS contribution limits. The plan is administered by Fidelity NetBenefits.
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Eligibility
Team Members who meet the IRS definition of a highly compensated employee (those who earned $160,000* or more in 2025) may elect once a year in December to participate in the OSI Restaurant Partners, LLC HCE Deferred Compensation Plan (the “DCP Plan”) in 2026.
If you meet or are projected to meet the eligibility requirements, you will be notified and offered the opportunity to participate in the election period for 2026, held Dec. 9 through Dec. 23, 2025. Distributions are processed in January each year.
Note: If your actual earnings are determined in December to fall below the highly compensated limit, you will be notified and your DCP Plan elections for next year will be canceled, and you will be able to contribute to the 401(k) Plan instead.
*Distributions earned under the PEP Plan do not count towards the $160,000 threshold.
How the Plan Works
Participating in the DCP Plan provides important tax benefits along with opportunities for investment.
Enrollment
You’ll be notified of your eligibility to participate in the election period.
Deferrals
You can choose the amount of your pay to defer to the plan on a pre-tax basis:
- Base Salary: 5% to 90% of eligible base salary.
- Monthly Bonus: 5% to 100% of eligible bonus.
- Annual Bonus: 5% to 100% of your eligible bonus.
The deferral election(s) you make for a given calendar year are locked in and cannot be changed until the following year.
Vesting
You’re immediately vested (have full ownership) in the amount you defer and in any investment earnings on those amounts.
Investment Options
Choose from several record-keeping investment options to suit your goals, time horizon, and risk tolerance.
Distributions
When you enroll, tell Fidelity how you’d like to receive future distributions, which can be paid upon your choice of:
- Termination/separation from service
- Selected date three or more years in the future
- Death
- Disability
- Unforeseeable emergency
BBI will process the annual distributions in January in-house via payroll. To take advantage of direct deposit, please ensure your contact and direct deposit information are current within BBI Connect. Otherwise, any distribution due will be paid by check mailed to the home address on file in Workday.
Tax Advantages
Deferring part of your income with the DCP Plan offers clear advantages for saving on current taxes.
| Without DCP | With DCP | |
|---|---|---|
| Eligible pay | $150,000 | $150,000 |
| Deferral amount | $0 | $25,000 |
| Tax bill* | $52,500 | $43,750 |
| Tax savings | $0 | $8,750 |
Why Participate?
The DCP Plan allows eligible participants to:
- Defer pre-tax compensation.
- Reduce taxable income.
- Utilize tax-advantaged investment options.
- Schedule penalty-free distributions for short-term goals while employed.
- Plan for retirement and other long-term savings goals in a tax-effective manner.
Fidelity NetBenefits
401(k) Savings, Retirement Planning & Deferred Comp
Contact Information
401(k): 1-800-835-5095
Retirement Planning & Deferred Comp: 1-800-603-4015
Available Monday through Friday from 8:30 a.m. to 8:30 p.m. ET.
Quick Links
Business Travel Accident (BTA) Insurance
Program Details
Business Travel Accident (BTA) insurance covers certain injuries or death resulting from an accident that happens while you are traveling for business.
This benefit is equal to your annual salary, up to a maximum of $500,000. It does not cover accidents that may occur while you’re traveling between your home and work.
Other benefits if experienced or related to a covered injury that occurs while traveling for business
- Identity theft protection
- Carjacking
- Coma
- Home alteration or vehicle modification
- Medical evacuation or repatriation
- Medical expense
- Natural disaster
- Psychological therapy
- Rehabilitation expense
- Seat belt and occupant protection device
- Travel assistance
Have questions about the Business Travel Accident policy?
Call 1-800-555-5808 (Option 3) to speak with a Resource Center representative to file a claim.
HR Resource Center
General Questions About Benefits & Eligibility
Contact Information
Available Monday through Friday from 9 a.m. to 6 p.m. ET.
Phone: 1-800-555-5808 (Option 3)
401(k) Plan & Trust
Your 401(k) plan is an important part of preparing for your financial future. Invest some of what you earn today for what you plan to accomplish tomorrow. To learn more about your 401(k) benefit, confirm your eligibility and review the plan information below. Then, begin investing in your future, today.
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Eligibility
General Eligibility
Salaried Team Members, Sous Chefs, MITs, GEDMs, and Flex Managers are eligible to enroll in the OSI Restaurant Partners, LLC Salaried Employees 401(k) Plan & Trust.
The following Team Members are not eligible to participate in the Plan:
- Hourly Team Members
- Those not on U.S. payroll
- Those working for a non-participating employer
Highly Compensated Employees
Team Members who meet the IRS definition of a Highly Compensated Employee (those who earned $160,000 or more in 2025) are not permitted to participate in the 401(k) Plan in 2026. Instead, these Team Members may elect once a year in December to participate in the OSI Restaurant Partners, LLC HCE Deferred Compensation Plan (the “DCP Plan”).
Your Contributions
You may contribute your eligible compensation* on a pretax and after-tax basis, up to the IRS contribution maximum.
- Team Member contributions will begin within 1-2 pay periods after enrollment.
- Plan contributions are made through regular payroll deductions, which make it easy and automatic. You can adjust your contribution rate at any time.
*Eligible compensation excludes bonuses (but includes monthly JVP, MP, and CP distributions paid through payroll).
Buy-Up Contributions
- If you’re age 50-59 in 2026, you may be eligible to contribute an additional $8,000 in catch-up contributions.
- If you’re age 60-63 in 2026, you may be eligible to contribute $11,250 in catch-up contributions.
Roth Contributions
Roth contributions are available as part of your 401(k) retirement plan. Roth contributions are after-tax deferrals, providing you the advantage of avoiding taxes on your money when you make withdrawals in retirement.
Learn More
For more information, log in to your Fidelity NetBenefits account at NetBenefits.com.
Company Contributions
The 401(k) Plan has a discretionary employer match feature: this means the company will contribute funds into your 401(k) account, but only if you contribute as well.
For the 2026 plan year, Bloomin’ Brands will match 100% of the first 3% of your eligible compensation that you contribute to the Plan, plus 50% of the next 2%* that you contribute.
- To get the maximum benefit from the match feature, you should defer at least 5% of your pay.
- The match will be deposited into your account in the first quarter of the following year. Only traditional pretax and/or Roth contributions qualify for the match. Money deferred under the catch-up contribution allowance will not be matched.
- The 2026 matching contributions, if you remain eligible, will be paid into your account in March 2027.
*For managing partners and chef partners, the match will also be applied to 401(k) deferrals you make from your monthly distributions.
Eligibility
To be eligible for the match:
- you must be in a salaried or an hourly with salaried position as of Dec. 31 of the plan year; and
- your pretax and after-tax contributions must have been made to the 401(k) plan that year.
Vesting
Vesting is your right to all or a portion of your account balance. You are immediately 100% vested in your Team Member contributions, including elective deferrals, catch-up contributions and rollover contributions, and in any company discretionary matching contributions, adjusted for earnings or losses.
Choosing Your Investments
Once you’re enrolled, make sure to review your investment selections periodically. If your goals or circumstances change, consider revising your strategy and investment selections to match them.
Information about investment options and any potential fees are available on the Fidelity website. Until you make your investment selections, contributions to your account will be invested in the Fidelity Freedom® Fund associated with your estimated retirement date based on your date of birth.
You may change the way your future contributions will be invested as often as once daily.
Your NetBenefits Account
You will use your NetBenefits account to make your 401(k) Plan elections, update your beneficiary information, and set your contribution rate. You can change your contribution rate at any time if your goals or life circumstances change.
Manage Your Mail Preferences
Unless you elect otherwise, your 401(k) statements and related communications will be available when you log in to NetBenefits. To update your mail preferences and receive printed materials at the home address you have listed in Workday, go to NetBenefits > Profile > Preferences.
Account Access & Support
You can access your account online at NetBenefits, over the phone with a Fidelity representative, and/or using the automated voice response system available 24/7. Contact information for Fidelity can be found below.
Get Support
Fidelity provides help addressing comprehensive financial needs. A suite of services includes investment strategies, retirement income planning, income and asset protection, and family assistance.
Fidelity NetBenefits
401(k) Savings, Retirement Planning & Deferred Comp
Contact Information
401(k): 1-800-835-5095
Retirement Planning & Deferred Comp: 1-800-603-4015
Available Monday through Friday from 8:30 a.m. to 8:30 p.m. ET.
Quick Links
Retirement Tools from Fidelity
Whether you’re looking for investment education, you want to review your finances, or you’re thinking about retirement, Fidelity can help you take your next steps with confidence. With robust, online capabilities and experienced representatives within easy reach, you’ll have support with your most important retirement and financial decisions.
Fidelity offers:
- Online workshops
- Online planning tools
- One-on-one support
Online Planning
Discover something new on NetBenefits. In the Library section, review educational articles, infographics, videos, and more. In the Planning section, model and plan for your financial goals using the Planning & Guidance Center. Refer to this flyer to help you set up and use your NetBenefits account today!
Guidance Consultants
Fidelity’s representatives are specially trained, have a detailed knowledge of Bloomin’ Brands’ 401(k) Plan, and can assist you with your questions. Representatives are available from 8:30 a.m. to 8:30 p.m. Eastern Time, Monday through Friday.
Call 1-800-835-5095 to start your one-on-one conversation.
Tips for Growing Your 401(k)
No matter where you are in life, one thing will always be true — there’s never a better time than now to start a savings program. Why? Right now, you have access to free money from Bloomin’ Brands. Now is always better than later so that your savings have time to grow due to a little something called compounded growth potential — which we will get into in a bit.
Don't Miss out on Free Money
Bloomin’ Brands matches 100% of the first 3% of your contributions, plus 50% of the next 2%. Money deferred under the catch-up contribution allowance will not be matched. How does free money sound? It’s a no-brainer right?
But believe it or not, many of your fellow employees are leaving money on the table — by not participating in the 401(k) Savings Plan or by contributing too little to earn the full match. Make sure to contribute 3% of your pay to get the dollar for dollar match — and contribute 5% of your pay to get the additional 50% match. That’s like getting a dollar-for-dollar match equal to 4% of your pay.
How much of a difference does it really make? Check this out…
| Jon defers 2% | Amy defers 6% | |
|---|---|---|
| Annual income | $40,000 | $40,000 |
| Deferral percentage | 2% | 6% |
| Team Member's contribution | $800 | $2,400 |
| Company contribution | $800 | $1,600 |
| Missed company contribution | $800 | $0 |
| Total contributed to the 401(k) | $1,600 | $4,000 |
Take Advantage of Compounded Growth Potential
Another great reason to invest in your 401(k) is compounded growth potential. Not only do you get to keep more of your money working for you, but your contributions, your Bloomin’ Brands contributions, and any earnings are reinvested back into your account to help your money grow even more. And the longer it stays in your 401(k) account, the harder each dollar works for you.
Check this out. Jon and Amy both make $40,000. Both started working at Bloomin’ Brands at age 25. Amy starts saving right away and contributes 6% of her pay until she is 65. Jon puts off signing up for the 401(k) until he’s 35, but decides to contribute 10% of his pay, saving for 30 years until retirement. Who is better off at age 65?
| Total contributions* | Total at age 65** | |
|---|---|---|
| Amy Total contributions, 6% of pay (40 years, from age 25 to 65) | $160,000 | $638,981 |
| Jon Total contributions, 10% of pay (30 years, from age 35 to 65) | $168,000 | $456,980 |
**Assumes 6% average annual investment earnings.
Build Your Financial Wellness
How are you taking care of your financial health? Give your money a checkup — or a whole new lease on life — starting here.
Money Checkup
Get a Money Checkup to find out your personal financial score. It’s a fun, easy way to see how you’re doing financially, and how to get more from your money. To start your checkup, log in to NetBenefits and go to the Money Checkup section, or text CLARITY to 343898.
Life Events
Fidelity will help you navigate life events and make these moments less complex. To choose an event, log in to NetBenefits and go to the interactive Life Events section. From there, explore tools and resources that can bring clarity to your decision-making.
Student Debt
Take control of your student loans. The student debt tool is here to help. Explore different repayment strategies using your real loan information to see if there’s a better way to pay off your loans for good. To get started, visit Fidelity’s Student Debt Dashboard. From there, explore tools and resources that can bring clarity to your decision-making.
Money Matters
Learn the basics. Get tips and resources for staying on top of all of life’s money matters — from paying down debt, saving for college, keeping up with bills, to budgeting and saving for the future. Log in to NetBenefits and browse the Resource Library.
Transparency in Coverage
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Flexible Spending Account (FSA)
Budget & Pay for Anticipated ExpensesIf you enroll in the Bloomin’ Benefits Choice HSA medical plan, the Healthcare FSA is not available to you. Instead, you can contribute to your Health Savings Account (HSA).
FSA Options & Eligibility
Flexible Spending Accounts (FSAs) are a convenient way to budget and pay anticipated expenses with pretax dollars. Bloomin’ Brands offers you two types of FSAs, administered by Wex: the Healthcare FSA and the Dependent Care FSA.
Healthcare FSA
The Healthcare FSA can be used for eligible medical, prescription drug, dental, and vision expenses for you and your dependents.
Healthcare FSA Overview
The Healthcare FSA is a way to pay for healthcare expenses for you and your tax dependents, including dependents who are not enrolled in your Bloomin’ Brands medical plan.
Use the Healthcare FSA to pay for:
- Medical, dental, and vision deductibles, copays, and coinsurance.
- Qualified health expenses not covered by your health plan, such as Lasik eye surgery.
See publication 502 on irs.gov for a complete list of eligible expenses. For more details, refer to Wex’s Healthcare FSA Information Sheet.
| 2025 | 2026 | |
|---|---|---|
| Annual contribution | $130 minimum $3,300 maximum | $130 minimum $3,400 maximum |
| For services incurred | January 1 to December 31, 2025 | January 1 to December 31, 2026 |
| Claims must be received by | March 31 of the following year | March 31 of the following year |
| Unused funds | Forfeited | Forfeited |
Dependent Care FSA
The Dependent Care FSA can be used for eligible dependent day care expenses.
Dependent Care FSA Overview
The Dependent Care FSA enables you to pay with pre-tax dollars for daycare expenses for your children and mentally or physically disabled dependents of any age.
Use the Dependent Care FSA to pay for:
- Babysitters or companions, including relatives over age 19 whom you do not claim as tax exemptions who care for your dependents so you can work.
- Education expenses, such as nursery school for children not yet in kindergarten.
- Daycare expenses for children under 13.
For more details, refer to Wex’s Dependent Care FSA Information Sheet.
| 2025 | 2026 | |
|---|---|---|
| Annual contribution | $130 min; $5,000 max per household (or $2,500 if you’re married and file separate federal tax returns) | $130 min; $7,500 max per household (or $3,750 if you’re married and file separate federal tax returns) |
| For services incurred | January 1 to December 31, 2025 | January 1 to December 31, 2026 |
| Claims must be received by | March 31 of the following year | March 31 of the following year |
| Unused funds | Forfeited | Forfeited |
Using Your FSA
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Eligible Expenses
Use the links below to access a complete list of FSA-eligible healthcare and dependent care expenses.
- Eligible Expenses Comparison Chart
- IRS Publication 502 (Healthcare FSA)
- IRS Publication 503 (Dependent Care FSA)
Using Your FSA Benefits Debit Card
Use your Wex Benefits debit card to pay for eligible services and products. Payments are automatically withdrawn from your account, so there are fewer out-of-pocket costs, and no waiting for reimbursement.
Out-of-Pocket Expense Reimbursements
Submit a request for reimbursement for out-of-pocket expenses where your Wex Benefits debit card was not used. For more details, refer to the Claim Form.
All claims incurred during the time you are eligible in that calendar year must be submitted for reimbursement no later than March 31. For example, if you were eligible for the entire year, from Jan. 1 – Dec. 31, you would have until March 31 of the following year to make sure you have submitted to Wex all prior year claims for reimbursement.
Required Documentation
To show that expenses incurred are eligible, the IRS requires certain purchases made with an FSA to be substantiated.
Be sure to provide substantiation to Wex for any claims you submit to them or use your FSA debit card throughout the year to prove your claim was an eligible expense as defined by the IRS. If you do not provide substantiation, Bloomin’ Brands will be required to deduct the unsubstantiated claim amount from a future paycheck on a post-tax basis.
- Not every claim will require substantiation.
- Review Wex’s Employee FSA Guide for details on what purchases require documentation, and how to submit.
- In addition to more traditional claim submission options (mail and fax), you can enter your claim online and via the Wex Discovery Benefits mobile app available for Apple and Android devices.
If you still have questions, read through Wex’s Substantiation FAQs.
Use-It-or-Lose-It Rule
Don’t forget to spend your FSA dollars. You will forfeit any money left in your account if you have not used all of your FSA dollars before a) the end of the plan year on Dec. 31, b) the date you are no longer eligible for benefits, and/or c) your last day of employment; whichever comes first.
Wex Benefits
Commuter Benefits, Flexible Spending Accounts (FSAs), and COBRA Continuation Coverage
Contact Information
Available Monday through Friday from 6 a.m. to 9 p.m. CT.
Phone: 1-866-451-3399
Fax: 1-866-451-3245
Pay for Expenses with an FSA
FSA Options & Eligibility
Flexible Spending Accounts (FSAs) are a convenient way to budget and pay anticipated expenses pretax. Bloomin’ Brands offers you two types of FSAs, administered by Wex:
- Healthcare FSA: For eligible healthcare expenses for you and your dependents.
- Dependent Care FSA: For eligible dependent day care expenses.
If you enroll in a Bloomin’ Benefits HSA medical plan, the Healthcare FSA is not available to you. Instead, you can contribute to your Health Savings Account (HSA).
Account Highlights
Healthcare FSA Overview
The Healthcare FSA is a way to pay for healthcare expenses for you and your tax dependents, including dependents who are not enrolled in your Bloomin’ Brands medical plan.
Use the Healthcare FSA to pay for:
- Medical, dental, and vision deductibles, copays, and coinsurance.
- Qualified health expenses not covered by your health plan, such as Lasik eye surgery.
For more details, refer to Wex’s Healthcare FSA Information Sheet.
| 2024 | 2025 | |
|---|---|---|
| Annual contribution | $130 minimum $3,050 maximum | $130 minimum $3,200 maximum |
| For services incurred | Jan. 1 - Dec. 31 | Jan. 1 - Dec. 31 |
| Claims must be received by | March 31 of the following year | March 31 of the following year |
| Unused funds | Forfeited | Forfeited |
Dependent Care FSA Overview
The Dependent Care FSA enables you to pay with pre-tax dollars for daycare expenses for your children and mentally or physically disabled dependents of any age.
Use the Dependent Care FSA to pay for:
- Babysitters or companions, including relatives over age 19 whom you do not claim as tax exemptions who care for your dependents so you can work.
- Education expenses, such as nursery school for children not yet in kindergarten.
- Daycare expenses for children under 13.
For more details, refer to Wex’s Dependent Care FSA Information Sheet.
| Annual contribution | $130 min; $5,000 max per household (or $2,500 if you’re married and file separate federal tax returns) |
| For services incurred | Jan. 1 - Dec. 31 |
| Claims must be received by | March 31 of the following year |
| Unused funds | Forfeited |
For a complete list of FSA-eligible healthcare and dependent care expenses, review Wex’s eligible expenses chart linked below.
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Using Your FSA Benefits Debit Card
Use your Wex Benefits debit card to pay for eligible services and products. Payments are automatically withdrawn from your account, so there are fewer out-of-pocket costs, and no waiting for reimbursement.
Out-of-Pocket Expense Reimbursements
Submit a request for reimbursement for out-of-pocket expenses where your Wex Benefits debit card was not used. For more details, refer to the Claim Form.
All claims incurred during the time you are eligible in that calendar year must be submitted for reimbursement no later than March 31. For example, if you were eligible for the entire year, from Jan. 1 – Dec. 31, you would have until March 31 of the following year to make sure you have submitted to Wex all prior year claims for reimbursement.
Required Documentation
To show that expenses incurred are eligible, the IRS requires certain purchases made with an FSA to be substantiated.
Be sure to provide substantiation to Wex for any claims you submit to them or use your FSA debit card throughout the year to prove your claim was an eligible expense as defined by the IRS. If you do not provide substantiation, Bloomin’ Brands will be required to deduct the unsubstantiated claim amount from a future paycheck on a post-tax basis.
- Not every claim will require substantiation.
- Review Wex’s Employee FSA Guide for details on what purchases require documentation, and how to submit.
- In addition to more traditional claim submission options (mail and fax), you can enter your claim online and via the Wex Discovery Benefits mobile app available for Apple and Android devices.
If you still have questions, read through Wex’s Substantiation FAQs.
Use-It-or-Lose-It Rule
Don’t forget to spend your FSA dollars. You will forfeit any money left in your account if you have not used all of your FSA dollars before a) the end of the plan year on Dec. 31, b) the date you are no longer eligible for benefits, and/or c) your last day of employment; whichever comes first.
Wex Benefits
Commuter Benefits, Flexible Spending Accounts (FSAs), and COBRA Continuation Coverage
Contact Information
Available Monday through Friday from 6 a.m. to 9 p.m. CT.
Phone: 1-866-451-3399
Fax: 1-866-451-3245
Vision
Get the Most From Your Vision BenefitsVision Coverage
Plan Information
The vision plan includes coverage for vision exams, eyeglass frames, and lenses (including contacts). Coverage is best when you use a provider in the vision network.
- You enroll in vision separately from medical coverage and dental coverage.
- Coverage is offered through VSP to help pay for routine vision services and supplies.
- When you use a VSP network provider, you will pay less than if you use a provider not in the VSP network.
2026 Vision Plan Overview
| In-Network Coverage | Out-of-Network Coverage | |
|---|---|---|
| Eye exam (once every calendar year) | Covered 100% after $15 copay | Up to $35 allowance |
| Eyeglass lenses (once every calendar year) | Covered 100% after $15 copay | Single vision: Up to $25 allowance Lined bifocal: Up to $40 allowance Lined trifocal: Up to $55 allowance |
| Eyeglass frames (every other calendar year) | Up to $180 allowance | Up to $45 allowance |
| Contact lenses (once every calendar year, in lieu of eyeglass lenses and frames) | Up to $180 allowance | Up to $105 allowance |
| Filing a claim | Your VSP provider will submit your claim for you | You pay upfront and are reimbursed after filing your claim |
2026 Vision Plan Costs Per Paycheck
| VSP | |
|---|---|
| Team Member | $2.44 |
| Team Member + Spouse | $4.86 |
| Team Member + Child(ren) | $5.21 |
| Family: Team Member + Spouse + Child(ren) | $8.33 |
Helpful Resources
VSP Vision Care
Vision Coverage
Plan Information
The vision plan includes coverage for vision exams, eyeglass frames, and lenses (including contacts). Coverage is best when you use a provider in the vision network.
- You enroll in vision separately from medical coverage and dental coverage.
- Coverage is offered through VSP to help pay for routine vision services and supplies.
- When you use a VSP network provider, you will pay less than if you use a provider not in the VSP network.
2025 Vision Plan Overview
| In-Network Coverage | Out-of-Network Coverage | |
|---|---|---|
| Eye exam (once every calendar year) | Covered 100% after $15 copay | Up to $35 allowance |
| Eyeglass lenses (once every calendar year) | Covered 100% after $15 copay | Single vision: Up to $25 allowance Lined bifocal: Up to $40 allowance Lined trifocal: Up to $55 allowance |
| Eyeglass frames (every other calendar year) | Up to $180 allowance | Up to $45 allowance |
| Contact lenses (once every calendar year, in lieu of eyeglass lenses and frames) | Up to $130 allowance | Up to $105 allowance |
| Filing a claim | Your VSP provider will submit your claim for you | You pay upfront and are reimbursed after filing your claim |
2025 Vision Plan Costs Per Paycheck
| VSP | |
|---|---|
| You | $2.21 |
| You + Spouse | $4.41 |
| You + Child(ren) | $4.73 |
| Family | $7.56 |
Helpful Resources
VSP Vision Care
Dental Coverage
Keep Your Pearly Whites Bright with Dental CoverageDental Insurance Plans
Bloomin’ Brands offers two dental coverage options administered by Cigna: the DPPO and the DHMO. Review the plan information below to decide which coverage is best for you.
For a detailed list of services and charges under the Cigna DHMO plan, refer to the Patient Charge Schedule.
2026 Dental Plan Coverage Comparison
| DPPO (In-Network) | DPPO (Out-of-Network) | DHMO (In-Network Only) |
|
|---|---|---|---|
| Calendar-year deductible (per individual) | $50 | $100 | $0 |
| Calendar-year deductible (family maximum) | $150 | $300 | $0 |
| Preventive care (exams, cleanings) | Plan pays 100% | Plan pays 80% | Plan pays 100% |
| Basic care (fillings, extractions, root canals, and denture repairs) | Plan pays 80% after deductible | Plan pays 50% after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Major care (bridges, crowns, dentures) | Plan pays 50% after deductible | Plan pays 40% after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Benefit maximum (per calendar year) | $1,500 per person — first year (combined in-network and out-of-network coverage | $1,500 per person — first year (combined in-network and out-of-network coverage) | No benefit maximum |
| Orthodontia (available for dependent children under age 19) | Plan pays 50% (no deductible required) | Plan pays 50% (no deductible required) | Refer to your Patient Charge Schedule for costs and covered services |
| Lifetime orthodontia (benefit maximum) | $1,500 per person (combined in-network and out-of-network coverage) | $1,500 per person (combined in-network and out-of-network coverage) | No benefit maximum |
**If you were enrolled in the Bloomin’ Brands DPPO dental plan and received preventive care in a prior year, your annual maximum benefit will increase to $1,750 for the following year. Each of your covered dependents must also obtain preventive care to receive an increase in their own annual maximum benefit. When you or your dependents remain enrolled in the DPPO dental plan and continue to receive preventive care, the annual maximum benefit will continue to increase the following year, up to a maximum of $2,000.
The Cigna Dental Oral Health Integration Program offers additional dental care for employees who are being treated by a physician for certain illnesses and are enrolled in either of BBI’s Dental plans (DPPO or DHMO).
2026 Dental Plan Costs Per Paycheck
| DPPO | DHMO | |
|---|---|---|
| Team Member | $13.78 | $7.12 |
| Team Member + Spouse | $28.93 | $12.90 |
| Team Member + Child(ren) | $24.77 | $19.53 |
| Family: Team Member + Spouse + Child(ren) | $39.97 | $27.03 |
Key Differences Between the DPPO & DHMO
| DPPO | DHMO | |
|---|---|---|
| Deductible | A low deductible | No deductible |
| Out-of-Network Coverage | Covers out-of-network services | Does not cover out-of-network services |
| Copays | You pay a percentage of the cost for basic and major care | You pay a fixed copay for basic and major care |
| Benefit Maximum | Annual benefit maximum | No annual benefit maximum |
| Preventative Care | Preventive care covered 100% in Cigna network | Preventive care covered 100% in Cigna network |
| What You Pay | Higher paycheck contributions | Lower paycheck contributions |
| Your Provider | Designated primary dentist is not required | You must select a primary dentist to coordinate benefits |
Helpful Resources
Once you’ve enrolled in a dental plan, you’ll want to register for myCigna so that you can access your plan details, manage claims, and review treatment estimates.
Get the myCigna App
The myCigna app is available for Apple and Android devices. With the app, you can:
- View digital ID cards for you and your enrolled dependents.
- Find a dental provider in the Cigna network.
- Find out if you’ve met your deductible.
- Determine how much of your dental benefits you have used for the current plan year.
Cigna
Dental Insurance Plans
Bloomin’ Brands offers two dental coverage options administered by Cigna: the DPPO and the DHMO. Review the plan information below to decide which coverage is best for you.
For a detailed list of services and charges under the Cigna DHMO plan, refer to the Patient Charge Schedule.
2025 Dental Plan Coverage Comparison
| DPPO (In-Network) | DPPO (Out-of-Network) | DHMO (In-Network Only) |
|
|---|---|---|---|
| Calendar-year deductible (per individual) | $50 | $100 | $0 |
| Calendar-year deductible (family maximum) | $150 | $300 | $0 |
| Preventive care (exams, cleanings) | Plan pays 100% | Plan pays 80% | Plan pays 100% |
| Basic care (fillings, extractions, root canals, and denture repairs) | Plan pays 80% after deductible | Plan pays 50% after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Major care (bridges, crowns, dentures) | Plan pays 50% after deductible | Plan pays 40% after deductible | Refer to your Patient Charge Schedule for costs and covered services |
| Benefit maximum (per calendar year) | $1,500 per person — first year (combined in-network and out-of-network coverage) | $1,500 per person — first year (combined in-network and out-of-network coverage) | No benefit maximum |
| Orthodontia (available for dependent children under age 19) | Plan pays 50% (no deductible required) | Plan pays 50% (no deductible required) | Refer to your Patient Charge Schedule for costs and covered services |
| Lifetime orthodontia (benefit maximum) | $1,500 per person (combined in-network and out-of-network coverage) | $1,500 per person (combined in-network and out-of-network coverage) | No benefit maximum |
**If you were enrolled in the Bloomin’ Brands DPPO dental plan and received preventive care in a prior year, your annual maximum benefit will increase to $1,750 for the following year. Each of your covered dependents must also obtain preventive care to receive an increase in their own annual maximum benefit. When you or your dependents remain enrolled in the DPPO dental plan and continue to receive preventive care, the annual maximum benefit will continue to increase the following year, up to a maximum of $2,000.
The Cigna Dental Oral Health Integration Program offers additional dental care for employees who are being treated by a physician for certain illnesses and are enrolled in either of BBI’s Dental plans (DPPO or DHMO).
2025 Dental Plan Costs Per Paycheck
| DPPO | DHMO | |
|---|---|---|
| You | $13.04 | $6.98 |
| You + Spouse | $27.38 | $12.65 |
| You + Child(ren) | $23.44 | $19.15 |
| Family | $37.83 | $26.50 |
Key Differences Between the DPPO & DHMO
| DPPO | DHMO | |
|---|---|---|
| Deductible | A low deductible | No deductible |
| Out-of-Network Coverage | Covers out-of-network services | Does not cover out-of-network services |
| Copays | You pay a percentage of the cost for basic and major care | You pay a fixed copay for basic and major care |
| Benefit Maximum | Annual benefit maximum | No annual benefit maximum |
| Preventative Care | Preventive care covered 100% in Cigna network | Preventive care covered 100% in Cigna network |
| What You Pay | Higher paycheck contributions | Lower paycheck contributions |
| Your Provider | Designated primary dentist is not required | You must select a primary dentist to coordinate benefits |
Helpful Resources
Once you’ve enrolled in a dental plan, you’ll want to register for myCigna so that you can access your plan details, manage claims, and review treatment estimates.
Get the myCigna App
The myCigna app is available for Apple and Android devices. With the app, you can:
- View digital ID cards for you and your enrolled dependents.
- Find a dental provider in the Cigna network.
- Find out if you’ve met your deductible.
- Determine how much of your dental benefits you have used for the current plan year.
Cigna
Life Events & Changing Your Benefits
When and How You Can Change Your BenefitsOutside of initial enrollment or the annual open enrollment period, you cannot change your benefit elections unless you experience a qualifying life event. Benefit changes will take effect on the first day of the calendar month following the date of your qualifying life event, with the exception of birth or adoption, which are effective as of the date of birth or adoption.
Qualifying Life Events
If you experience a change in your situation – such as getting married, having a baby, or losing health coverage – this may be considered a qualifying life event, giving you the opportunity to enroll in or update your existing benefits.
This list of qualifying life events details the following for each situation:
- An explanation of the life event.
- Which Team Members are eligible to make changes.
- The amount of time you have to make changes (i.e. the special enrollment period).
- What coverage you can elect or change.
Are you new to Bloomin’ Brands? Visit our information page for New Hires.
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Adding a Dependent Resulting from Birth, Adoption or Guardianship
- Birth of a child: when a Team Member is the biological mother or father of a child (60-day special enrollment period)
- New dependent (not a birth): if a Team Member has adopted a child or has been identified as a legal guardian (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
If you have a baby and/or adopt a child and notify BBI of the change within 31 days (60 days for the birth of a child), your child’s coverage will take effect on the birth and/or adoption date.
Removing a Dependent
- When a dependent obtains coverage elsewhere (31-day special enrollment period)
- When a child reaches 26 years of age and is no longer eligible under their parent or guardian’s plan (31-day special enrollment period)
- When a child is no longer a dependent of the Team Member (31-day special enrollment period)
Who is eligible to make this change: All Team Members enrolled in benefits
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
Change in Marital Status
- When a Team Member wants to add or remove a spouse due to a marriage, divorce, legal separation, or annulment (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible and Team Members
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
Change in Non-Bloomin' Spousal Coverage
- If you or your spouse has lost or gained coverage outside of Bloomin’ Brands benefits coverage (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, and/or HSA
Change in HSA Contribution
- If a Team Member wishes to change their payroll contribution toward their Health Savings Account (HSA), not their health coverage
Who is eligible to make this change: All Team Members who have a Health Savings Account (HSA)
Coverage you can elect or change: HSA
This does not apply to or initiate a change in coverage already elected.
Change in Beneficiary
- If a Team Member wishes to change their beneficiary for their Group Term Life/AD&D
Who is eligible to make this change: All enrolled Team Members
Coverage you can elect or change: Beneficiary Designation(s) for Group Term Life and AD&D
This does not apply to or initiate a change in coverage already elected.
Job Change with Bloomin' Brands
- When a Team Member has been promoted from an hourly to a salaried position, or to an hourly position with salaried benefits, becoming eligible for additional benefits (31-day special enrollment period)
Who is eligible to make this change: Hourly Team Members promoted to a salaried position (i.e. Salaried, MIT, Sous Chefs, PDD, GEDM, or Flex Manager)
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, Employee and Spousal Supplemental Life, Employee and Spousal Supplemental AD&D, Child Life Insurance, Short-Term Disability Buy-Up Insurance, and/or Long-Term Disability Buy-Up Insurance
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Adding a Dependent Resulting from Birth, Adoption or Guardianship
- Birth of a child: when a Team Member is the biological mother or father of a child (60-day special enrollment period)
- New dependent (not a birth): if a Team Member has adopted a child or has been identified as a legal guardian (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, and/or Child Life Insurance
If you have a baby and/or adopt a child and notify BBI of the change within 31 days (60 days for the birth of a child), your child’s coverage will take effect on the birth and/or adoption date.
Removing a Dependent
- When a dependent obtains coverage elsewhere (31-day special enrollment period)
- When a child reaches 26 years of age and is no longer eligible under their parent or guardian’s plan (31-day special enrollment period)
- When a child is no longer a dependent of the Team Member (31-day special enrollment period)
Who is eligible to make this change: All Team Members enrolled in benefits
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, and/or Child Life Insurance
Change in Marital Status
- When a Team Member wants to add or remove a spouse due to a marriage, divorce, legal separation, or annulment (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible and Team Members
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, Dependent Life Insurance, and/or Spouse AD&D
Change in Non-Bloomin' Spousal Coverage
- If you or your spouse has lost or gained coverage outside of Bloomin’ Brands benefits coverage (31-day special enrollment period)
Who is eligible to make this change: All benefits-eligible Team Members
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, and/or HSA
Change in HSA Contribution
- If a Team Member wishes to change their payroll contribution toward their Health Savings Account (HSA), not their health coverage
Who is eligible to make this change: All Team Members who have a Health Savings Account (HSA)
Coverage you can elect or change: HSA
This does not apply to or initiate a change in coverage already elected.
Change in Beneficiary
- If a Team Member wishes to change their beneficiary for their Group Term Life/AD&D, Supplemental AD&D, or Supplemental Life
Who is eligible to make this change: All enrolled Team Members
Coverage you can elect or change: Beneficiary Designation(s) for Group Term Life and AD&D, Supplemental Life Insurance, and/or Supplemental AD&D
This does not apply to or initiate a change in coverage already elected.
Job Change with Bloomin' Brands
- When a Team Member has been promoted from an hourly to a salaried position, or to an hourly position with salaried benefits, becoming eligible for additional benefits (31-day special enrollment period)
Who is eligible to make this change: Hourly Team Members promoted to a salaried position (i.e. Salaried, MIT, Sous Chefs, PDD, GEDM, or Flex Manager)
Coverage you can elect or change: Medical, Dental, Vision, Medical FSA, Dependent Care FSA, HSA, Employee and Spousal Supplemental Life, Employee and Spousal Supplemental AD&D, Child Life Insurance, Short-Term Disability Buy-Up Insurance, and/or Long-Term Disability Buy-Up Insurance
How to Make Changes
Submit Your Change in Workday
Make sure you have the Social Security number and date of birth for each dependent or beneficiary, if applicable.
- Log into Workday.
- Locate the Myself tab and select Life Events
- Select which life event applies.
- Submit your change.
- Email your supporting documentation to bbiconnect@bloominbrands.com.
Supporting Documentation
Any changes that you make must be consistent with your qualifying life event. Supporting documentation is required within 31 days of the qualifying life event date, or within 60 days when adding a newborn child to your coverage.
Are you using a device with a small screen?
Tap or click the content below and scroll to access all the information.
| Life Event | Documentation Needed |
|---|---|
| Gain of other coverage | Document showing the new coverage and the effective date of this coverage, making sure that each dependent for whom you are removing coverage is listed on the documentation. |
| Loss of other coverage | Document showing the loss of coverage and the termination date of coverage, making sure that each dependent for whom you are adding coverage is listed on the documentation. |
| Divorce, annulment, or legal separation | A copy of your divorce, annulment or legal separation papers. For a marriage: A copy of your marriage certificate. |
| Adding a dependent as a result of birth, adoption, etc. | A copy of the birth certificate or hospital records, adoption paperwork, court order, etc. |
Change in Status
Section Title
Subsection Title
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Medical Coverage
Your Cost & Coverage Options for Medical InsuranceOur Medical Insurance Provider
You may see our medical insurance provider referred to as Blue Cross and Blue Shield of Florida, BCBSFL, or Florida Blue. These names are interchangeable and all refer to the same provider.
Discontinued Plans for 2026
If your 2025 medical plan was the Choice HRA, Value HRA, or Value HSA and you did not take action to change your election during Open Enrollment, you were automatically moved into the available plan that most closely aligned with your 2025 election, as follows:
- Choice HRA → Value PPO
- Value HRA → Value PPO
- Value HSA → Choice HSA
Medical Insurance
Benefits-eligible Team Members have a choice of three medical insurance plans administered by Blue Cross and Blue Shield of Florida, also known as BCBSFL or Florida Blue.
Geting Started
- First, use the information below to compare the coverage offered and what you would pay for each plan. For pharmacy coverage, visit the Pharmacy Benefits page.
- Then, learn how you can use your medical plan and, if applicable, your health savings account (HSA) or flexible spending account (FSA).
- Once you’re a member, activate your account in My Health Toolkit to take advantage of services, programs, and resources from BCBSFL.
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Activate Your My Health Toolkit Account
After you’ve enrolled in a BCBSFL medical plan, your My Health Toolkit account so that you have easy access to your member ID card, plan coverage details, in-network care locator, and claims.
Find an In-Network Doctor
You can use the Find Care section of your My Health Toolkit account to find a provider that is covered by your plan.
Blue Cross & Blue Shield of Florida (BCBSFL) or Florida Blue
Medical
Contact Information
Phone: 1-833-578-1132
Plan Options, Costs & Coverage
There are three BCBSFL medical plan options for you to choose from: the Choice PPO, the Value PPO, and the Choice HSA.
- Under all plans, you can see any doctor (including specialists) or use any hospital in the network: no referrals are required and you don’t need to choose a primary care physician (PCP).
- When you receive care outside of the network, you are covered by insurance, but your costs will be higher.
- Preventive care is covered 100% with in-network providers.
Plan highlights are outlined below. If you are enrolling for the first time, make sure to review the plan comparison and rate charts in the next section for detailed cost and coverage information for the 2026 plan year.
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Value PPO & Choice PPO
The Value PPO and Choice PPO medical plan options have set copays for office visits and some prescription drugs.
Who can enroll? All benefits-eligible employees will be able to enroll.
Deductibles:
- The Value PPO plan has a $6,550 deductible for individual coverage or a $13,100 deductible for family coverage.
- The Choice PPO plan has a $3,500 deductible per person with a $7,000 family maximum.
FSAs and HSAs: If you choose the Value PPO plan or the Choice PPO plan, you will be able to set aside pretax dollars in the Health Care Flexible Spending Account (FSA) to help pay for eligible expenses.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Choice HSA
In addition to the new Value PPO and Choice PPO plans, you’ll have the option to enroll the Choice HSA plan.
Who can enroll? All benefits-eligible employees will be able to enroll.
Deductible: The Choice HSA plan has a $4,000 deductible for individual coverage or a $8,000 deductible for family coverage.
FSAs and HSAs: The Choice HSA plan still has a Health Savings Account (HSA) available.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Wellness Premium Discount
Your per-paycheck deduction will depend on your salary, the medical plan you choose, and whether or not you and your covered spouse completed the wellness program requirements in 2025 to earn a premium discount.
- If you only cover yourself, the wellness premium discount is $17.31 per paycheck.
- If you cover a spouse and they also completed the wellness program requirements, you are eligible for an additional $17.31 biweekly discount.
For more information about this program, follow this link: Wellness & Health Rewards Program.
2026 Medical Plan Coverage Comparison
| Value PPO | Choice PPO | Choice HSA | |
|---|---|---|---|
| Calendar Year Deductibles1 | |||
| Individual Coverage | $6,550 individual | $3,500 per person | $4,000 individual |
| Family Coverage | $13,100 family | $7,000 family | $8,000 family |
| Calendar Year Out-of-Pocket Maximums1 | |||
| Individual Coverage | $7,500 per person | $6,000 per person | $6,500 individual2 |
| Family Coverage | $15,000 family | $12,000 family | $13,000 family2 |
| What You Pay for In-Network Care | |||
| Wellness, Preventive Care & Labs | Eligible office visits, screenings, contraceptives, labs, and preventive medications are covered in full by all plans. | ||
| Primary Care Office Visit | $30 copay | $25 copay | 20% after deductible |
| Specialist Office Visit | $70 copay | $50 copay | 20% after deductible |
| Teladoc General Visit | $30 copay | $25 copay | $65 or less |
| Teladoc Dermatology Visit | $70 copay | $25 copay | $85 or less |
| Teladoc Therapist/Psychologist Visit | $70 copay | $50 copay | $90 or less |
| Teladoc Psychiatrist Visit | $70 copay | $50 copay | $220 or less initial visit; $100 or less ongoing visit |
| Urgent Care | 20% after deductible | $60 copay | 20% after deductible |
| Emergency Room | 20% after deductible | $350 copay | $300 copay after deductible |
| Most Other Services | 20% after deductible | 20% after deductible | 20% after deductible |
| What You Pay for Pharmacy Services | |||
| Generic Prescription Drugs: 30-Day Supply | $10 copay | $10 copay | 20% after deductible |
| Preferred Brand Prescription Drugs: 30-Day Supply | 20% after deductible | $30 copay | 20% after deductible |
| Non-Preferred Brand Prescription Drugs: 30-Day Supply | 40% after deductible | $50 copay | 40% after deductible |
| Generic Maintenance Medications: 90-Day Supply | $10 copay | $25 copay | 20% after deductible |
| Preferred Brand Maintenance Medications: 90-Day Supply | 20% after deductible | $75 copay | 20% after deductible |
| Non-Preferred Brand Maintenance Medications: 90-Day Supply | 40% after deductible | $125 copay | 40% after deductible |
2 For family coverage, the Choice HSA calendar year out-of-pocket maximum is $10,600 per person with a $13,000 family maximum.
2026 Medical Plan Costs Per Paycheck
| Value PPO | Choice PPO | Choice HSA | |
|---|---|---|---|
| Annual salary less than $45,000 | |||
| You | $48.00 | $76.11 | $69.19 |
| You + Spouse | $120.36 | $183.67 | $166.98 |
| You + Child(ren) | $97.44 | $151.48 | $137.71 |
| Family | $164.87 | $251.28 | $228.43 |
| Annual salary $45,000 to $150,000 | |||
| You | $78.67 | $110.94 | $100.86 |
| You + Spouse | $193.95 | $267.04 | $242.76 |
| You + Child(ren) | $157.01 | $219.09 | $199.17 |
| Family | $266.61 | $366.49 | $333.18 |
| Annual salary more than $150,000 | |||
| You | $87.23 | $121.46 | $110.42 |
| You + Spouse | $214.78 | $292.38 | $265.80 |
| You + Child(ren) | $174.00 | $239.88 | $218.07 |
| Family | $295.23 | $401.28 | $364.80 |
Deductible
This is the amount you must pay for your eligible medical and prescription drug claims before your health plan starts to share in the cost. If you receive non-covered services (such as cosmetic surgery), or are balance billed by an out-of-network provider, these expenses will not count toward your deductible.
For information about aggregate vs. embedded deductibles, please refer to this document: Deductible Differences Explained.
Coinsurance
It is a percentage amount that you are responsible for paying after you have met your deductible but before you have met your out-of-pocket maximum. This is when the plan starts to share in the cost of eligible claims.
Out-of-Pocket Maximum
The out-of-pocket maximum is the maximum amount you are responsible to pay for eligible, covered expenses during a calendar year. If you receive non-covered services (such as cosmetic surgery), or are balance billed by an out-of-network provider, these expenses will not count toward your out-of-pocket maximum.
Medical Insurance
Benefits-eligible Team Members have a choice of four medical insurance plans administered by Blue Cross and Blue Shield of Florida (BCBSFL).
Get Started
- First, use the information below to compare the coverage offered and what you would pay for each plan.
- Then, learn how to choose and use your plan and your health savings or reimbursement account (HSA or HRA).
- Once you’re a member, activate your account in My Health Toolkit to take advantage of services, programs, and resources from BCBSFL.
Helpful Terms & Definitions
Deductible
This is the amount you must pay for your eligible medical and prescription drug claims before your health plan starts to share in the cost. If you receive non-covered services (such as cosmetic surgery), or are balance billed by an out-of-network provider, these expenses will not count toward your deductible.
Coinsurance
It is a percentage amount that you are responsible for paying after you have met your deductible but before you have met your out-of-pocket maximum. This is when the plan starts to share in the cost of eligible claims.
Out-of-Pocket Maximum
The out-of-pocket maximum is the maximum amount you are responsible to pay for eligible, covered expenses during a calendar year. If you receive non-covered services (such as cosmetic surgery), or are balance billed by an out-of-network provider, these expenses will not count toward your out-of-pocket maximum.
Blue Cross & Blue Shield of Florida (BCBSFL)
Medical
Contact Information
Medical: 1-833-578-1132
Quit for Life: 1-866-784-8454
Plan Information
For the 2025 plan year, there are two new BCBSFL medical plan options for you to choose from – the Value PPO and the Choice PPO – in addition to the existing Choice HSA medical plan.
The existing Value HRA, Choice HRA, and Value HSA medical plans will be frozen to new participants and no longer offered after 2025. If you are currently enrolled in one of these three plans you can keep your current plan for one more year, or you may change your election to the new Value or Choice PPO or the Choice HSA plan.
- Under all BCBSFL medical plans, you can see any doctor (including specialists) or use any hospital in the network: no referrals are required and you don’t need to choose a primary care physician (PCP).
- When you receive care outside of the network, you are covered by insurance, but your costs will be higher.
- Preventive care is covered 100% with in-network providers.
Some plan highlights are outlined below. Make sure to review the updated plan comparison and biweekly rates in the next section for detailed cost and coverage information.
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Value PPO & Choice PPO
We are adding two new medical plan options that have set copays for office visits and some prescription drugs: the Value PPO plan and the Choice PPO plan.
Who can enroll? All benefits-eligible employees will be able to enroll.
Deductibles:
-
The Value PPO plan has a $6,550 deductible for individual coverage or a $13,100 deductible for family coverage.
-
The Choice PPO plan has a $2,500 deductible per person with a $5,000 family maximum.
FSAs and HSAs: If you choose the Value PPO plan or the Choice PPO plan, you will be able to set aside pretax dollars in the Health Care Flexible Spending Account (FSA) to help pay for eligible expenses.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Choice HSA
In addition to the new Value PPO and Choice PPO plans, you’ll have the option to enroll the existing Choice HSA plan.
Who can enroll? All benefits-eligible employees will be able to enroll.
Deductible: The Choice HSA plan has a $2,500 deductible for individual coverage or a $5,000 deductible for family coverage.
FSAs and HSAs: The Choice HSA plan still has a Health Savings Account (HSA) available.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Value HRA, Choice HRA & Value HSA
The existing Value HRA, Choice HRA, and Value HSA plans will be frozen to new participants and no longer offered after 2025.
Who can enroll: If you are currently enrolled in one of these plans, you can choose to stay in your current plan for one more year. If you want to change your plan, you can choose the Value PPO, Choice PPO, or Choice HSA.
What you’ll pay: Your per-paycheck deduction will depend on your salary and the medical plan you choose.
Using your existing HRA funds:
- If you are currently enrolled in the Value HRA or the Choice HRA, you’ll have until the end of 2025 to spend any funds that remain in your HRA.
- Your HRA funds will no longer be available after Dec. 31, 2025.
- No new contributions will be made to your HRA in 2025.
- You can check your HRA balance by logging in to your account with Accrue Health.
2025 Medical Plan Coverage Comparison
| New Value PPO | New Choice PPO | Choice HSA | Value HRA2 | Choice HRA2 | Value HSA2 | |
|---|---|---|---|---|---|---|
| Calendar Year Deductibles1 | ||||||
| Individual Coverage | $6,550 per person | $2,500 per person | $2,500 individual | $6,550 per person | $4,300 per person | $4,300 individual |
| Family Coverage | $13,100 family max | $5,000 family max | $5,000 family | $13,100 family max | $8,600 family max | $8,600 family |
| Calendar Year Out-of-Pocket Maximums1 | ||||||
| Individual Coverage | $7,500 per person | $5,000 per person | $5,000 individual | $6,550 per person | $6,300 per person | $6,500 individual |
| Family Coverage | $15,000 family max | $10,000 family max | $8,200 family | $13,100 family max | $9,000 family max | $9,000 family |
| What You Pay for In-Network Care | ||||||
| Wellness, Preventive Care & Labs | Eligible office visits, screenings, contraceptives, labs, and preventive medications are covered in full by all plans. | |||||
| Primary Care Office Visit | $30 copay | $25 copay | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| Specialist Office Visit | $70 copay | $50 copay | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| Teladoc General Visit | $30 copay | $25 copay | $55 or less | $55 or less | $55 or less | $55 or less |
| Teladoc Dermatology Visit | $70 copay | $25 copay | $85 or less | $85 or less | $85 or less | $85 or less |
| Teladoc Therapist/ Psychologist Visit | $70 copay | $50 copay | $90 or less | $90 or less | $90 or less | $90 or less |
| Teladoc Psychiatrist Visit | $70 copay | $50 copay | $220 or less initial visit; $100 or less ongoing visit | $220 or less initial visit; $100 or less ongoing visit | $220 or less initial visit; $100 or less ongoing visit | $220 or less initial visit; $100 or less ongoing visit |
| Urgent Care | 20% after deductible | $60 copay | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| Emergency Room | 20% after deductible | $350 copay | $300 copay after deductible | 0% after deductible | $300 copay after deductible | $300 copay after deductible |
| Most Other Services | 20% after deductible | 20% after deductible | 20% after deductible | 0% after deductible | 30% after deductible | 20% after deductible |
| What You Pay for Pharmacy Services | ||||||
| Generic Prescription Drugs: 30-Day Supply | $10 copay | $10 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Preferred Brand Prescription Drugs: 30-Day Supply | 20% after deductible | $30 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Non-Preferred Brand Prescription Drugs: 30-Day Supply | 40% after deductible | $50 copay | 40% after deductible | 0% after deductible | 40% after deductible | 40% after deductible |
| Generic Maintenance Medications: 90-Day Supply | $10 copay | $25 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Preferred Brand Maintenance Medications: 90-Day Supply | 20% after deductible | $75 copay | 20% after deductible | 0% after deductible | 20% after deductible | 20% after deductible |
| Non-Preferred Brand Maintenance Medications: 90-Day Supply | 40% after deductible | $125 copay | 40% after deductible | 0% after deductible | 40% after deductible | 40% after deductible |
2The Value HRA, Choice HRA, and Value HSA plans will be discontinued after 2025. Any remaining HRA account balances will be forfeited. No new enrollments will be accepted into the Value HRA, Choice HRA and Value HSA plans for the 2025 plan year."
2025 Medical Plan Costs Per Paycheck
| New Value PPO | New Choice PPO | Choice HSA | Value HRA | Choice HRA | Value HSA | |
|---|---|---|---|---|---|---|
| Annual salary less than $45,000 | ||||||
| You | $45.29 | $71.81 | $65.28 | $45.29 | $45.90 | $54.39 |
| You + Spouse | $113.56 | $173.29 | $157.54 | $113.56 | $114.89 | $133.58 |
| You + Child(ren) | $91.94 | $142.92 | $129.93 | $91.94 | $93.09 | $109.23 |
| Family | $155.55 | $237.07 | $215.52 | $155.55 | $157.37 | $182.86 |
| Annual salary $45,000 to $150,000 | ||||||
| You | $70.88 | $99.96 | $90.88 | $70.88 | $71.49 | $79.99 |
| You + Spouse | $174.74 | $240.59 | $218.72 | $174.74 | $176.08 | $194.77 |
| You + Child(ren) | $141.46 | $197.39 | $179.45 | $141.46 | $142.61 | $158.76 |
| Family | $240.20 | $330.20 | $300.18 | $240.20 | $242.03 | $267.52 |
| Annual salary more than $150,000 | ||||||
| You | $75.21 | $104.72 | $95.20 | $75.21 | $75.81 | $84.31 |
| You + Spouse | $185.17 | $252.07 | $229.15 | $185.17 | $186.50 | $205.20 |
| You + Child(ren) | $150.02 | $206.81 | $188.01 | $150.02 | $151.17 | $167.32 |
| Family | $254.53 | $345.95 | $314.50 | $254.53 | $256.35 | $281.84 |
My Health Toolkit
After you’ve enrolled in a BCBSFL medical plan, your My Health Toolkit account so that you have easy access to your member ID card, plan coverage details, in-network care locator, and claims.
Find an In-Network Doctor
You can use the Find Care section of your My Health Toolkit account to find a provider that is covered by your plan.