Open Enrollment 2026 – At a glance
Posted in Announcements
We recognize that this past year has brought challenges for many in our community — from the recent merit freeze and changes to paid time off (PTO), to the broader rise in the cost of living and the continued uncertainty across higher education. As a result, many employees have felt the effects of these shifts both personally and professionally.
In this context, Georgetown has approached 2026 Open Enrollment with care and balance. This year, updates to our benefits programs are minimal. Where adjustments are necessary, they are primarily compliance-driven or modest in scale.
Ultimately, our goal remains clear: to support you and your family with high-quality, affordable benefits. At the same time, we remain mindful of the economic realities facing both employees and the university. By taking this balanced approach, Georgetown continues to provide benefits that promote well-being, stability, and peace of mind.
Here’s a quick look at what’s changing — and what’s not — for your benefits in 2026:
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What’s Changing?
|
What’s Staying the Same?
|
|---|---|
| Medical premiums: All employees will see increases, but below the national trend; employee-only coverage increases are single-digit monthly amounts. | Georgetown continues to cover up to 82% of the total cost of medical insurance premiums, depending on salary band. |
| Salary Band 1 employee-only coverage: First increase in five years. | Medical plan choices remain the same (CareFirst, UHC, Kaiser). |
| Premium decreases for dental, critical illness, hospital indemnity, long-term disability, and accident insurance. | Costs for vision, legal and identity theft and fraud protection plans remain unchanged. |
| Kaiser HDHP deductibles: Slight increase to remain IRS compliant. | All other medical plan design features (copays, coinsurance, networks) remain unchanged. |
| All CareFirst members will receive new ID cards (administrative update only). | No changes to CareFirst plan design, networks or coverage. |
| HSA limits: Increase to $4,400 (self-only) and $8,750 (family). | HSAs remain available to employees enrolled in CareFirst CDHP and Kaiser HDHP. |
| Dependent Care FSA limit: Rises to $7,500 for households; capped at $3,600 for GU employees earning $155,000+ in 2025 to prevent mid-year compliance-driven reductions.
Health Care FSA limit: $3,400 |
Annual FSA elections must still be made every year in GMS. |
| SECURE 2.0 — Retirement Plans: Beginning in 2026, employees age 50+ earning $145,000+ in 2025 must make catch-up contributions to a Roth (after-tax) account. | Retirement savings plans and standard pre-tax contribution options remain unchanged for all other employees. |