Individuals enrolled in Apple Health (Medicaid), Public Employees Benefits Board, and School Employees Benefits Board coverage - and those accessing behavioral health services - will not experience a disruption in care due to the federal government shutdown. In addition, health care providers will continue to be paid for the services they provide. We will continue to monitor the situation closely and share updates if anything changes.
Find information on the open enrollment page that’s right for you: PEBB retirees, PEBB employees and PEBB continuation coverage subscribers, and SEBB employees and SEBB continuation coverage subscribers.
Your coverage is tied to your eligibility for the “employer contribution” (i.e., what your employer pays toward your coverage). When you stop working it’s called “terminating employment.” Whether it’s you or your employer who terminates your employment, you lose eligibility and may also lose your benefits.
This page helps you understand when coverage ends and what options are available.
To keep eligibility for the employer contribution toward your PEBB benefits, you must have at least eight hours of pay status in each month. Typically, one full day of work or a full day of paid leave (vacation or sick leave) covers this requirement.
If you cannot maintain at least eight hours of pay status in a PEBB benefits-eligible position, then your insurance coverage (for you and any enrolled dependents) will end on the last day of the month in which you are in pay status for at least eight hours.
Exception: If your employing agency deducted your premium for PEBB insurance coverage after you were no longer eligible for the employer contribution, PEBB benefits end the last day of the month for which the employee premiums were deducted.
PEBB Continuation Coverage includes COBRA and Unpaid Leave. COBRA and Unpaid Leave temporarily extend PEBB health plan coverage when your or your dependent’s PEBB coverage ends due to a qualifying event. You can enroll in only one of these options at a time.
You are no longer eligible to contribute to your Flexible Spending Arrangement (FSA), Limited Purpose FSA, or Dependent Care Assistance Program (DCAP) when:
You will be able to claim expenses that happened while you were employed.
You may be able to continue participating in your FSA by enrolling in PEBB Continuation Coverage (COBRA) and making posttax contributions directly to Navia Benefit Solutions for the rest of the year. If you are eligible for this option, Navia Benefit Solutions will mail a COBRA election notice to you. You can find more information about how FSAs work through PEBB Continuation Coverage and in the FSA Enrollment Guide.
You may continue to submit claims for eligible expenses through March 31 of the following year, as long as the expenses allow you to attend school full-time, look for work, or work full-time. Claims may be submitted up to your account balance. You cannot incur expenses after December 31. There are no continuation coverage rights for DCAP.
Your HSA still belongs to you; however, your employer will no longer contribute to it when your employment ends.
If eligible, you can choose to continue enrollment in your consumer-directed health plan (CDHP) through PEBB Continuation Coverage and use your HSA dollars to pay for health insurance premiums and health care expenses. You can also continue to use your HSA for health care expenses even if you do not have other coverage.
Note: HealthEquity may charge you a monthly fee if you maintain your HSA without being enrolled in a PEBB CDHP. You can learn more in The Complete HSA Guidebook or call HealthEquity at 1-877-873-8823 (for Kaiser members) or 1-844-351-6853 (for UMP members) with questions about how your HSA works when coverage ends.
If you set up automatic payroll deductions to your HSA, contact your payroll office to stop them. If you set up direct deposits to your HSA, call HealthEquity to stop them.
Each of these coverages will be handled a little differently: