Questions?

To add dependents, select the “My Family and Pass Riders” tile in Self Service. Information about what documentation is needed in order to add dependents can be viewed here.  You may also visit the “My Family and Pass Riders” tile to correct information on your existing dependents.  Spouse corrections may require a Family Status Change Form.​

If you are having difficulty adding your dependents via Self Service or the My Delta Service Center (MDSC) please contact 1-800-My Delta (1-800-693-3582) for assistance.

There are five changes employees should know about the 2025 plan year: 

1. Monthly premiums for Delta’s medical options are increasing by $2 – $15.
2. The IRS is increasing HSA contribution limits to offset increased deductibles, allowing you to save more.
3. Our prescription drug benefits will remain with CVS Caremark. PrudentRx, which offers savings on specialty drugs, will be expanded to the Gold and Silver HSA options in 2025 (previously only available with the Copay Option).
4. While the dental option premiums remain unchanged, the Basic dental option will include full mouth X‑rays covered under preventive care and major restorative services such as crowns, bridges, inlays and onlays paid at 10%. The Comprehensive dental option will offer coverage for bone grafts paid at 50%.
5. Vision coverage will include an annual frames allowance (instead of every 24 months) and monthly premiums will increase by $.57 – $1.67.

More information about these changes, including more ways to save on prescriptions, is detailed throughout the FAQs.

Yes. Delta continues to pay the majority of costs for our medical plans. However, there will be premium increases in 2025 for all health plans. Employee-only coverage will increase in the Gold HSA, Silver HSA and Copay Options by $2 to $5 per month and family coverage will increase by $4 to $14 per month. You can find more information in the OE HQ by viewing your 2024 Benefits Guide.

We’ve all faced the reality of rising costs over the last few years, and healthcare is no exception. Delta continues to pay the majority of medical plan costs and do our best to manage the impact of rising costs to you and your family. However, in 2025 you will see an increase of $2 to $5 per month for employee-only coverage and $4 to $15 per month if you choose family coverage.

The Copay Option is a good choice if you expect ongoing treatment, significant healthcare needs or want to insure against unexpected healthcare expenses. For instance, this may be desirable for plan members who have regular visits with a mental health provider or primary care physician (PCP) often.  
 
Members enrolled in the Copay Option will also have access to $0 cost for in-network preventive care, telehealth visits and behavioral and substance abuse visits. If you know you will meet your deductible quickly, this may be the best option for you.

While in-network preventive care, telehealth and behavioral and substance abuse visits are $0, visits with specialists such as chiropractors, urologists and oncologists will require a copay. 

You are responsible for all copays and covered medical expenses until hitting your out-of-pocket maximum. Copays will bypass the deductible and apply toward your out-of-pocket maximum. Covered services not subject to a copay will apply toward your deductible and then will be subject to 20 percent coinsurance until the maximum out-of-pocket is met.

Yes, you can have a full purpose FSA while enrolled in the Copay Option. Funds can be used to pay for copays and other out-of-pocket expenses if you are not using other tax-advantaged funds (HSA or reimbursement account funds) to pay for those expenses. For more information on FSAs, see the Flexible Spending Account Summary on Deltanet at HR > Benefits > Library.

Delta Health Rewards will only be earned and deposited for employees and spouses enrolled in the Gold and Silver HSA options. The Copay Option plan participants will not be eligible to earn or receive Delta Health Rewards. If you are enrolled in the Copay Option in 2024 and enroll in either the Gold or Silver HSA options in 2025, you will receive automatic DHR funding based on coverage tier due to being considered newly enrolled into an HSA medical plan option.

Traditional medical options, like the Copay Option, are extremely expensive for many reasons—insurance absorbs more of the cost, and participants in the plan do not “shop” for care when paying copays. Delta’s health plans are self-insured, so Delta pays your insurance costs and solely uses UnitedHealthcare (UHC) for their network, to process claims, provide clinical guidance, etc.

All 2024 DHR health actions must show as completed in the Sharecare app by December 31, 2024. Members who complete health actions in November and December will receive their deposit in April.

In 2025, the dermatological skin exam will no longer be considered a health action to earn DHR, but it will still be covered as a preventive test under the plan. The amounts earned for DHR will also remain the same. DHR actions completed in 2025 will be deposited into your HSA in 2026 as long as you remain enrolled in a high deductible health plan with an HSA. Members have to complete two of three actions below to earn full rewards:  

• Complete a preventive exam (annual physical, well-woman or prenatal)  
• Receive one of these three cancer screenings: colonoscopy, pap smear or mammogram  
• Complete the Sharecare RealAge Test

The actions you complete in 2025 will be applied to your 2026 HSA account.  
  
The maximum amount in Delta Health Rewards you can earn is based on whether you cover a spouse and/or child(ren). Remember, you can only receive up to the maximum amount in rewards allowed for your 2025 medical plan option. See the chart below​ for further details. 

No. If you elect the Copay Option, you will not receive a DHR deposit in 2025. DHR deposits are based on the medical option and coverage tier you are enrolled in at the time of deposit. Even if you tracked rewards in Sharecare as you earned them in 2024, you will not receive the deposit in 2025 if you are not enrolled in a high deductible health plan with an HSA for 2025. If you choose to enroll in a high-deductible health plan the following plan year, you will automatically receive a deposit based on your coverage tier in January.

You will receive a deposit in early 2025 into your Optum Bank HSA for the actions you completed in 2024. For health actions completed in November or December, those will be deposited in April. Employees must be enrolled in a high deductible health plan with an HSA at time of deposit and the deposit amount will be determined by coverage tier at time of deposit.

No, once you earn your total available amount rewards, any further actions you complete will not earn you additional rewards.

Your spouse will need to create a Sharecare account at delta.sharecare.com with their personal email address/information and your PPR number. Don’t forget they have until December 31, 2024, to complete health actions for deposit in early 2025.

The automatic child funding is deposited at the beginning of each year if you are enrolled in an eligible high deductible health plan with an HSA (Gold, Silver, DP-HDHP, FD-HDHP) and cover at least one child. Note: New hires and employees adding a child to an eligible medical option mid-year will receive funding shortly after benefits become effective.

Yes. The dollars you earn through Delta Health Rewards are deposited directly into your Optum Bank HSA. Those DHR dollars count, along with any contributions you make through payroll tax contributions or direct deposit, towards the annual HSA maximum deposit allowed by the IRS. See Funding Your HSA in 2025 in the Benefits Library for more information.

Yes. Employees enrolled the Copay Option for 2024, who then enroll in a high deductible health plan with an HSA for 2025, will receive the applicable DHR deposit based on coverage tier to help offset the IRS deductibles in a high deductible health plan.*

*Must be enrolled in a high deductible health plan with an HSA at time of deposit.

Your deposit amount is determined by your coverage tier at time of deposit. As an example, if you are enrolled in Employee Only coverage in 2024 and earn $850 in DHR, and enroll in Employee + Spouse for 2025, you’ll receive a deposit for $1,700 in 2025 (since you earned the max for EE Only in 2024 and are now enrolled in EE + Spouse in 2025). As an opposite example, if you are enrolled in Family coverage in 2024 and earn the full $2,400, and move to EE Only in 2025, you’ll only receive a $850 deposit in 2025.

New hires who enroll in a high deductible health plan with an HSA will automatically receive a deposit of the full DHR amount based on their coverage tier at the time of their enrollment effective date. 

Anyone with a benefits effective date (noting that the effective date is typically 30-45 days after date of hire) prior to 12/1/2024 will have until 12/31/2024 to earn their full amount of 2024 rewards for deposit in 2025. This gives new hires over a month to earn their DHR max in addition to the full deposit provided at time of hire. A covered spouse can do the same.

If you’re unable to get an appointment with your PCP to complete your annual physical, you can go to any in-network convenience care clinic to complete that action. If you’re not sure what qualifies as a convenience care clinic, visit mydelta.health or call Quantum Health, Monday-Friday, 8:30 a.m. to 10 p.m. ET, at 877-912-1820 to speak with one of their Care Coordinators.

Both options are administered by Delta Dental, have the same network, and cover basic dental care, like fillings and simple extractions. The Comprehensive Option covers orthodontia for adults and children and has a higher annual maximum per covered person. For more information, see the Delta Dental Summary in the Benefits Library on OE HQ.

Yes. Adults covered under the Comprehensive Dental option can receive benefits for adult orthodontia.

Covered employees and family members enrolled in either the Comprehensive or Basic plans, get two free cleanings per calendar with no waiting up to six months between visits. Members also receive one set of bite wings (X-rays) per calendar year. For coverage specifics, call Delta Dental of GA at 888-818-7927.

Dentists, like primary care providers, have contracts with specific networks. When those contracts expire, dentists must decide to extend their contract or go to another network. If your dentist decides to leave the Delta Dental network, you can find a new dentist by visiting Delta Dental or by contacting Quantum Health.

The IRS has specific rules on what qualifies as an eligible DCFSA expense. Common allowed expenses include licensed day cares, after-school programs and summer camps. For specific rules, please see IRS Publication 503.

You can use your DCFSA for your dependent children ages 13 and under, as well as adult dependents who are incapable of caring for themselves. For specific rules, please see IRS Publication 503.

The IRS allows you to contribute $5,000 ($2,500 if married filing separately) to your Dependent Care FSA (DCFSA) each year. This is done through pre-tax deductions from your paycheck that you elect during Open Enrollment. Those funds are deposited into an FSA account with Optum Bank. You must pay dependent care costs out-of-pocket, and then submit for reimbursement. You cannot receive reimbursement until the period you paid for has lapsed. As an example, if you pre-pay January – March 2025 in December 2024, and want to submit all three months for reimbursement, you would need to wait until April 1, 2025, to be reimbursed. The reimbursements you receive are tax-free. 
 
You have until March 31 of the following plan year to submit expenses for reimbursement. For 2024, this means you have until March 31, 2025. 
 
Remember to be careful about how much you contribute. The IRS does not allow for DCFSA contributions to be carried over from year to year. In other words, if you don’t use it, you’ll lose it.

For more information, see the Flexible Spending Account Summary in the Document Library on OE HQ.

No, the IRS has a “use it or lose it” rule for DCFSAs, so if you do not submit eligible expenses for reimbursement for the full amount you contributed by the deadline, you will lose the remainder of your contributed funds. The IRS will not allow full carryover from 2024 to 2025.

Delta provides all employees with 50% Long Term Disability (LTD) coverage and offers a 10% Buy-up option during OE. Delta employees also have the option to enroll in Voluntary 60% Short Term Disability (STD).

Yes, there is a 7-day Waiting Period option and a lower priced 30-day Waiting Period option.

If you did not elect STD coverage at your first opportunity, you will be required submit to an Evidence of Insurability (EOI) review. Depending on your preliminary responses, you may be directed to an online “EOI Long Form” after you submit your enrollment elections. If you are unable to complete the EOI Long Form online, you may also request a paper version by contacting the ESC at 1-800-My Delta (1-800-693-3582) within 30 days following your enrollment. You must return the paper EOI Long Form directly to the EOI Reviewer within 30 days from the date you receive the paper form.  

Once you submit the required information, the EOI Reviewer will conduct an EOI investigation and may contact you to request additional medical documentation to determine whether you are in good health.

The window to enroll in benefits opens Tuesday, Nov. 5, and closes Wednesday, Nov. 20 at 11:59 p.m. ET.

Eligibility varies by benefit and is indicative of your employment status, location, division and various other factors. To view your benefits, visit the OE HQ or contact the My Delta Service Center (MDSC) at 1-800-My Delta (1-800-693-3582).

You can enroll in benefits beginning Tuesday, Nov. 5, via the Enroll tile on the Open Enrollment Headquarters (OE HQ).

No. Employees out on one of the aforementioned leaves will not have an opportunity to make elections for 2025 until they return to work. This includes HSA and FSA contributions, which cannot be elected until returning from leave.

Yes. Employees on maternity or parental leave are considered “active” and should therefore visit the OE HQ to enroll in 2025 benefits.

If you have a qualifying life event while out on leave—for example, someone in your family loses coverage and needs to be added to your medical or dental plan—you do not need to wait for Open Enrollment to make changes. Simply call the My Delta Service Center (MDSC) to report the event within 60 days of the occurrence.  Also, note that if you have a qualified life event, you can only add or remove members to your current plan. You cannot change medical plan options until Open Enrollment.

If you are enrolled in the Gold or Silver HSA or Copay Option, your coverage will roll over to 2025 if you do not make any elections for 2025. HSA and FSA (full purpose, limited purpose, and dependent care) contributions must be elected each year. If not elected, your contribution will reflect $0 for 2025. Note that HSA contributions can be stopped, started, or changed at any point during the year; however, if you want to ensure your HSA contributions start at the beginning of 2024, you’ll want to elect them during Open Enrollment.

Even if you don’t plan on changing coverage, it’s always a good idea to review if there are any changes to your benefits. Be sure to visit Open Enrollment Headquarters (OE HQ) beginning Monday,Oct. 28, to review any 2025 plan changes. Spouses will be able to review 2025 plan changes too https://deltabenefitsoe.com.

Domestic employees, regardless of medical plan participation, have access to expanded family planning and building support. These benefits include increased adoption assistance, surrogacy through Progyny and lactation support through Maven.  
 
Employees who are enrolled in one of Delta’s medical plans will also be eligible for fertility support through Progyny.

All domestic employees, regardless of medical plan participation will have access to personalized 1:1 preconception, pregnancy and postpartum support 24/7/365 through our new partner, Maven. You can book unlimited coaching and educational appointments with 30+ provider types (doulas, midwives, nutritionists, lactation consultants, and more) via chat and video appointments at no cost. Members who speak with a Maven coach or specialist should only discuss matters pertaining to family building support. For emotional well-being concerns, please contact Spring Health.

Domestic employees and their spouses enrolled in a Delta medical plan option will be eligible for fertility support through Progyny’s network of fertility providers. Delta medical plan members will have unlimited access to a dedicated team that will educate you about treatment options and provide clinical and emotional support throughout your journey. They will support you throughout many different family building options, including single parents by choice, LGBTQ+ individuals and couples.  

Doctors in Progyny’s specialist network are reproductive endocrinologists who use the latest technology to increase your chances of a healthy and successful pregnancy. Covered services include lab work, medications and in-vitro fertilization (IVF)/intrauterine insemination (IUI) treatments.  

To simplify using benefits, services are bundled into a “Smart Cycle,” which covers services such as in-cycle monitoring, anesthesia, assisted hatching, genetic testing, intracytoplasmic sperm injection (ICSI), medications, and even the first year of egg and sperm freezing.

As part of your Progyny benefit, Delta provides $30,000 per lifetime to cover surrogacy-related expenses. Intended parents who are covered members also have unlimited access to support from a Progyny Care Advocate.   
 
In addition, Delta offers adoption assistance that reimburses up to a lifetime maximum of $30,000 of covered costs.  

Through Progyny, adoption assistance will provide counseling services and increased expense reimbursement including:  

• Legal, court and adoption agency fees, including foreign adoption fees  
• Home studies and adoption counseling  
• Travel expenses for child and/or adoptive parent 

The benefit is meant to be a lifetime benefit of $30,000 per family.

Employees nursing an infant will have access to lactation support through Maven Milk, including options for storing breast milk and shipping it home while traveling on company business for Delta. 

Your unused FSA funds will be lost the day you retire. We recommend you only elect FSA contributions during Open Enrollment 2025 that you will know you will use in full.

Yes. All FSA accounts (Healthcare FSAs, Limited Purpose FSAs and Dependent Care FSAs) will be provided with an FSA payment card.* FSA payment cards can be used at health care-related merchants such as hospitals and vision, dental and doctor’s offices. It can also be used at drugstores, pharmacies and grocery stores that have implemented the Inventory Information Approval System (IIAS) or certified 90% of their gross sales are FSA eligible. 

Be sure to save itemized receipts, bills or statements any time the payment card is used. The payment card may also be used at day care providers that accept the payment card and have a valid merchant category code signifying they are a day care provider. Your card may be eligible to add to your phone’s digital wallet. Plan options may vary. 

*If you enroll in an HSA and a limited-purpose FSA, you will receive two Optum Bank cards.

Full purpose FSA-eligible expenses include medical, pharmacy, dental and vision expenses. Limited-purpose FSA eligible expenses include dental and vision expenses all year, and medical and pharmacy expenses once the IRS minimum deductible is met. For a complete list of eligible expenses, visit the IRS website at www.irs.gov/pub/irs-pdf/p502.pdf.

A full purpose FSA is for anyone not enrolled in a High Deductible Health Plan (HDHP), including Delta’s HSA options. It comes with an FSA debit card and can be used to pay for eligible medical, pharmacy, dental and vision expenses. A Limited Purpose FSA is for anyone enrolled in one of Delta’s HSA options. It does not come with an FSA debit card and can be used for eligible dental and vision expenses, as well as medical and pharmacy expenses incurred after the IRS required deductible is met.

Group Accident Insurance covers you (and your family if you so choose) in the case of an accident, including accidental death. Accidents are more likely than death while you are working-age, so you should consider adding this optional coverage. For example, if you or a family member were paralyzed, medical insurance wouldn’t cover needed modifications to your home, vehicle, etc., so group accident would supply additional funds for this instance.

No, Private Pilots Accident Insurance is a separate product from Group Accident Insurance; however, you must enroll in Group Accident Insurance to be eligible for Private Pilots Accident Insurance.

Members enrolled in Delta medical plan option will be covered up to a maximum of $4,000 ($2,000 per hearing aid) once every 24 months. Out-of-pocket costs will be subject to deductible and coinsurance for those enrolled in the Gold and Silver HSA or the Delta Pilots High-Deductible Health Plan options.

Hearing Aids are covered but they are subject to deductible and co-insurance. Your out-of-pocket payment was likely the deductible or co-insurance. If you would like to talk to someone directly about this, contact Quantum Health.

For OE HQ access issues, please contact the IT Help Desk.

Any claims or billing questions can be reviewed with Quantum Health at 877-912-1820. For a list of specific benefit contacts, access the Frequently Called Numbers page. You can also download the Delta Benefits Directory to your mobile phone.

A Health Savings Account (HSA) is like a personal savings account that lets you set aside pre-tax dollars to pay for qualified healthcare expenses as defined by the IRS. HSA funds are yours to keep, and you decide when you spend them – now or later – and even in retirement.

Yes, Delta has an ongoing partnership with Optum Bank for eligible employees. If you enroll in a Delta HSA medical option, Delta will automatically open an Optum Bank HSA for you if you agree to it during enrollment. It is entirely your decision whether to contribute to an HSA at all or to do so through Optum Bank (you can use any financial institution you desire). The advantage of using the Optum Bank HSA is that you will be able to contribute to it through pre-tax payroll deductions while on active payroll status.   
  
While Delta pays the monthly account maintenance fee for this particular HSA, there may be other fees associated with the HSA investments and you should review these thoroughly. Note: When your coverage in a Delta HSA medical option ends (for example, if you enroll in another plan option or are no longer the main account holder), your HSA funds are yours to keep; however, your account will be subject to a monthly maintenance fee of $3.

Delta will make contributions to your Optum Bank HSA for child funding and DHR health actions you complete. Delta contributions will ONLY be deposited to an Optum Bank HSA. Therefore, to receive that money, you must open an HSA with Optum Bank. Alternatively, you can choose to set up an HSA with another financial institution; however, pre-tax payroll deductions cannot be used to fund that HSA, and you will not receive Delta contributions in that HSA.

If you have an HSA account with Optum Bank, Delta will contribute funds based on the DHR dollars you earn and will automatically fund dollars for child(ren) you cover in the Gold and Silver HSA or the Delta Pilots High-Deductible Health Plan options. The money that Delta contributes is yours to keep — you will not lose it. It’s also portable, which means it is not tied to your employment at Delta.

The move from OptumRx to CVS Caremark will not affect your HSA card. Your HSA card will continue to be Optum Bank.

This can depend on your personal circumstances, so you need to review the tax rules carefully and make this decision yourself. There is no minimum contribution amount; however, in 2025, the maximum annual contribution is $4,300 for a person with individual coverage or $8,550 for family coverage (the 2024 limits are $4,150 and $8,300, respectively). Consider any amounts Delta will contribute through DHR/child funding when determining your own contributions for the year, because both what you contribute and what Delta contributes apply to the IRS annual maximum. If you will be 55+ in 2025, you may also contribute an additional $1,000 as a catch-up contribution. Please refer to IRS.gov for more information about the rules that may impact the amount you may contribute to an HSA. 

All funds in your HSA are yours to keep — even the funds Delta contributes through DHR. If you choose to leave Delta, you can either keep your HSA at Optum Bank or transfer your funds to another qualifying HSA. If you choose to transfer, this must be done within 60 days of withdrawing the funds from Optum Bank to avoid taxes and an additional 20% penalty from the IRS. Note if you keep your funds at Optum Bank, you will be assessed a $3 monthly maintenance fee.

It remains in your HSA and is available for future use. HSAs are not subject to a “use-it-or-lose-it” rule.

No. The Copay Option does not have an HSA account. Instead, Delta is making investments in the Copay Option such as $0 copays for in-network preventive primary care, telehealth and therapy visits. Copay Option participants can earn up to $100 in Delta Wellness Rewards in 2025.

If you elect the Copay Option and have HSA funds, they are yours to keep. You can use them for eligible expenses or continue to invest/save them for later (even into retirement).

Yes. All benefit-eligible Delta employees actively at work have the option to enroll in our high deductible health plan options with an HSA. As long as you are an actively working Delta employee, the Delta plan will be your primary medical coverage. However, when you reach the age of 65, the IRS has rules that may impact your eligibility to contribute to or receive tax-free employer contributions to the HSA that accompanies your coverage.

IRS rules say that you can’t contribute to an existing HSA while you’re enrolled in Medicare, and Medicare eligibility starts at age 65. If enrolled in Medicare, you can use funds already in your HSA, but you can’t contribute funds to your HSA. It’s important to distinguish between “eligible” for and “enrolled” in Medicare. If you are simply eligible for but are not enrolled in any parts of Medicare (e.g., Parts A, B, C or D), your ability to contribute to your HSA is not impacted. If you become enrolled in any part of Medicare, whether automatically or by taking action to enroll, then you are ineligible to contribute to an HSA. Please review the Active and Medicare Eligible Fact Sheet in the Document Library of the OE HQ for more information. 

To learn more about how you can use your HSA while in retirement, check out this helpful video.

Health Savings Accounts are tied to individual social security numbers so you cannot have a joint account with a spouse, regardless of where your spouse works. You can however use funds in your HSA account for your spouse and vice versa.

You can change your HSA contributions at any time. To change your HSA contribution amount, you must “Report a Life Event” and then select “HSA Contribution Change” in Benefits Direct. You can start, stop, or change your HSA contribution amount at any time during the year, not just during enrollment.

Yes. Employees who are currently enrolled in a high deductible health plan with an HSA and who continue to enroll in a high deductible health plan with an HSA for the subsequent years, will have their remaining funds from their Health Reimbursement Account carryover into the following plan year.  If at any time the employee enrolls in a medical plan other than a high deductible health plan with an HSA or leaves Delta, the funds will be forfeited.

No. Funds cannot be transferred from one account to another.

Visit mydelta.health or download the MyQhealth app, click My Plans and from there you can click Spending Account Balance to view your HSA balance. Click Optum Bank to make payments, manage your card, view statements and more.

All eligible employees receive Basic Life insurance. Employees can elect additional coverage through Optional Life Insurance. For dependents, Delta offers Spouse and Child Life Insurance.

Basic life is company-provided life insurance coverage. You can choose between a flat $50,000 option and a 1 x Your Salary option, with a minimum of $50,000 of coverage even if you make less than $50,000. Delta offers the flat $50,000 option, because any coverage over $50,000 is subject to imputed income per IRS rules. If you make more than $50,000, you must elect the flat $50,000 option if you do not want to pay imputed income. The imputed income amount is small, so it is rare for anyone to want the flat $50,000 option. Note that during your first enrollment opportunity as a new employee, you can choose either option without showing proof of good health, or EOI (defined below). If you initially choose the flat $50,000 option and during a later enrollment want the 1 x Your Salary option, you will have to show EOI.

In healthcare, EOI, which is short for Evidence of Insurability (also known as Proof of Good Health), is a requirement for some life insurance application processes where an applicant must provide health information in order to be considered for coverage. EOI is required for Basic Life if you do not initially choose the 1 x Your Salary option, as well as for certain levels of Optional Insurance coverage.​ New for 2025, employees may be able to increase more than 1x their salary with a short 5 question EOI form.

In 2025, Delta will offer three medical options administered by UMR, a UnitedHealthcare Company—the Copay Option, along with the Gold HSA and Silver HSA options. The Copay Option is a more traditional medical option with a lower deductible and fixed costs, called copays, for many services. The Copay Option has more predictable costs and may be a good choice if an employee expects significant healthcare needs or wants to insure against unexpected expenses. The HSA options have lower premiums than the Copay Option, but higher deductibles and out of pocket maximums. The HSA options are also eligible for Delta Health Rewards and are accompanied by a tax-advantaged Optum Bank HSA card.  
 
For helpful decision tools to determine which option will best fit your needs, you can use ALEX, MyBenefits Mentor and People Like Me on OE HQ. Through OE HQ, employees can also access the digital version of the 2025 Benefits Guide and digital benefits resources through Benefits Direct.

A premium is the amount you pay, normally through semi-monthly payroll contributions, in order to have health insurance.

A deductible is the amount you pay for covered health care services before your insurance plan begins to pay in full. For example, if you have a $3,000 deductible, you must pay the first $3,000 of covered services yourself and then your insurance will begin paying. After your deductible is met, you may continue to pay coinsurance for covered services.

Coinsurance is a percentage of a medical charge that you pay, with the rest paid by your insurance plan, that typically applies after your deductible has been met. For example, if you have a 20% coinsurance, you pay 20% of each medical bill, and your health insurance will cover 80%.

Medicare is optional and only automatic when you turn 65 if you have already accepted Social Security benefits.

Yes, you can continue to use your HSA to reimburse yourself for eligible expenses. However, being enrolled in Medicare will make you ineligible to make or receive contributions to your HSA. In addition, if you start your Social Security retirement benefits later than age 65, you may be enrolled automatically. You will need to check with the Social Security Administration about how starting your Social Security retirement benefits will impact your personal Medicare situation. If you have a red, white and blue Medicare card, you are enrolled in Medicare Part A, Medicare Part B or both.​ 

If you’re eligible for Medicare but have not: 

Filed an application for Social Security retirement benefits, or   

Enrolled in Medicare Part A, B, C or D, you do not need to take any action in order to continue contributing to your HSA. 

You have the right to postpone applying for Social Security and Medicare — and therefore can continue to contribute to your HSA assuming you remain enrolled in a Delta HSA medical option. When your employment ends, you’re entitled to a special enrollment period to sign up for Medicare.

More information on enrolling in Medicare can be found on the Active and Medicare Eligible Fact Sheet located in the Benefits Library.

Yes. When you enroll in Medicare, it is considered a Qualified Life Event, and you are allowed to make changes to your coverage within 60 days of the event by calling the MDSC at 1-800-My Delta.

If you have Delta medical coverage and either of the following applies, Medicare pays primary for medical expenses:

• You are 65+ and go on long-term disability
• You are under 65, have been on long-term disability for two years and are no longer considered actively working

Since the Delta plan will pay secondary, whether you enroll in Medicare, you should strongly consider enrolling in Medicare under these circumstances, even if that impacts your eligibility to contribute to an HSA. Please notify the My Delta Service Center (MDSC) at 1-800-My Delta no later than 60 days after the date you or your dependent/spouse enrolls in Medicare.

To verify if your medication is covered or review covered alternatives and costs, use the 2025 Drug Cost Estimator on MyDelta.Health or the MyQHealth App. You can also review by using the Price Your Prescription Drug Cost link in the Open Enrollment Headquarters.

The way the prescriptions work in the Copay Option and HSA Options are different. In the Copay Option, all drugs are paid according to a tiered structure. Drugs are subject to copays based on their tier, and all copays bypass the deductible and apply to your coinsurance maximum. In the HSA options, the IRS stipulates you must pay the full discounted cost for non-preventive prescriptions until meeting your deductible; however, preventive medications can be paid according to the tiered structure prior to the deductible. In the HSA, prescription drugs count towards your annual medical deductible and coinsurance maximum.

For more information, please see the Prescription Drugs section of the Document Library on OE HQ.

Alternatively, if you enroll in one of the following pharmacy resources, you may be able to reduce your prescription drug out-of-pocket costs:

Rx Savings Solutions (RxSS): Rx Savings Solutions combines technology, clinical knowledge and data-driven research to provide price transparency and guidance that can help you save. It starts with a review of your claims to find the best options for you. You receive automatic notifications via text, email or direct mail. If you approve the suggestion, Rx Savings Solutions will do all the work for you, like getting provider approvals or transferring your prescription to a new pharmacy. 

PrudentRx (Savings for Specialty Drugs): PrudentRx helps you enroll in third-party copayment/coinsurance assistance. 

For 2025, PrudentRx will be extended to the Gold and Silver HSA options (previously only available with the Copay Option). PrudentRx may help reduce or eliminate out-of-pocket costs for eligible specialty medications.

• PrudentRx works differently based on the medical option you select.

• Only certain specialty drugs will qualify.

• For Gold and Silver HSA participants, you will pay the discounted cost of the medication until you meet your deductible.

Under the Copay Option, coinsurance for specialty medications on the PrudentRx list is 30 percent; however, if you enroll in PrudentRx, you may be eligible to pay $0 out-of-pocket if the medication is on the PrudentRx program drug list.

• If you choose not to participate, you will have higher out-of-pocket costs.

• PrudentRx will work with you and the drug manufacturers to obtain manufacturer copay card assistance.*

If you take specialty medications, it’s important to compare your options and learn more about PrudentRx. Please see details in the Summary Plan Description (SPD) on the OE HQ or call Quantum Health at 877-912-1820. If you take a specialty medication included in the PrudentRx program, you will receive a welcome letter from PrudentRx outlining the program and steps you need to take to participate.

*Amounts paid by a manufacturer’s copay assistance program and payments you make for specialty medications on the PrudentRx Solution Drug List that are not considered “essential health benefits” under the Affordable Care Act (ACA) do not count toward your annual coinsurance maximum. To get a list of specialty medications not considered “essential health benefits” under the ACA, call PrudentRx at 1-800-578-4403. Amounts you pay for specialty medications on the PrudentRx Solution Drug List that are considered “essential health benefits” under the ACA do count toward your Annual Coinsurance Maximum.

Yes. CVS Caremark is our pharmacy benefit manager, who manages Delta’s prescription drug benefits, including negotiating with pharmacies and drug manufacturers to offer CVS discounted rates. CVS provides a large network of pharmacies such as: CVS, Walgreens, Duane Reade or Amazon Pharmacy. Even though CVS processes our claims, that does not mean you need to use CVS specifically. You can use any network of choice. To learn more about your pharmacy benefits, visit the Healthcare and Benefits Resources page.

Previously, GoodRx was not in our network, which is why it did not count towards your deductible or out-of-pocket maximum. As a result of our partnership with CVS Caremark, prescriptions filled using GoodRx pricing will now apply to your deductible and out of pocket maximum beginning January 1, 2024.

Delta’s vision coverage through EyeMed covers a host of benefits, including a $10 exam copay, $0 fit and follow-up for contact lenses and free contacts if you wear one of six popular brands.

While the vision plan does not cover LASIK, you can use your vision coverage for a discount on LASIK. See the EyeMed Benefits Summary in the Benefits Library on OE HQ for more details.