2027 Annual Enrollment

Verizon continues to pay most of the cost of your health care coverage, even as national health care costs rise. The plans remain competitively priced and provide access to quality care and leading providers.

See your contributions for each plan. Estimate your health care costs and compare plan options at Annual Enrollment > Compare Next Year’s Plan Options.     

As health care costs continue to rise nationwide, we’ve made adjustments to some medical plan designs for 2027. There are increases to PCP and ER copays, deductibles, and out-of-pocket maximums. Please review the table below for a summary of 2027 changes for costs for our PPO Plus, EPN, HDP, and Surest Copay Plans, and refer to the medical plan comparison chart for a complete view of your options.

Your health remains a priority. Preventive care is one of the most effective ways to save lives and avoid costly health issues down the road, which is why we continue to cover 100% of your preventive care costs across all plans.

2027 PPO Plus, EPN and HDP Plan Changes

Starting January 1, 2027, separate copay maximums will be removed from Anthem plans. Going forward, all of your cost sharing—including flat-dollar copayments—will count directly toward your overall out-of-pocket maximum, making it simpler and more transparent to track your annual health care expenses.

2027 Surest Copay Plan Changes

To see the cost of care in each plan, check out the 2027 medical plan comparison chart.

Starting in 2027, the Surest Copay Plan is available to V Teamers in all states (except Hawaii). Powered by UnitedHealthcare’s Choice Plus Network, this plan simplifies your health care experience by removing the math. There are no deductibles or coinsurance—just clear, up-front fixed copays, so you know exactly what you’ll pay before you even schedule an appointment.

How it works:

• Search: Use the Surest app or Surest website to find local providers.
• Check: View a list of eligible providers and their service costs beforehand.
• Choose: Select the provider that best meets your needs and budget.

With $0 virtual doctor visits, it’s easier and more affordable to get the care you need.

Planning a surgery can feel overwhelming, but you don’t have to navigate it alone. Lantern gives you access to experienced providers and facilities for certain planned procedures, with dedicated concierge support to guide you from start to finish. From coordinating records and appointments to managing logistics and follow-ups, Lantern helps make your care journey smoother and less stressful.

• When to use Lantern: If you need bariatric surgery and live within 35 miles of a Lantern provider, you are required to use Lantern for the surgery to be covered. You are also welcome to choose a Lantern facility for other planned procedures if you wish.
• Cost: Surgical procedures are provided at $0 cost when using a Lantern facility. If you are enrolled in the HDP, procedures are $0 after you have met your deductible.

Visit Lantern to learn more.

As costs for specialty and new-to-market medications continue to rise, Verizon is working to keep overall increases moderate. While your share of costs will see a slight adjustment in 2027 (detailed in the tables below), there are several ways you can manage your expenses:

• Choose generics: Opt for generic medications whenever available.
• Use mail order or Maintenance Choice: For ongoing medications, switch to mail order or the CVS Maintenance Choice program.
• For certain specialty medications, enroll in PrudentRx: Take advantage of this program to lower your out-of-pocket costs for specialty medications. (PrudentRx is available only with the PPO Plus, EPN, and Surest Copay options.) 

Note: Prescription drug coverage for the HDP will remain unchanged for 2027. Contact Kaiser directly for information on prescription coverage for 2027.

For detailed formulary information, please review the CVS Performance Drug List.

Your 30-day supply retail cost

*Plus cost difference between generic and brand, when a covered generic is available

Your 90-day supply mail-order or Maintenance Choice cost

*Plus cost difference between generic and brand, when a covered generic is available

After three fills, penalties may apply for prescriptions not switched from 30-day to 90-day supplies through mail order or the Maintenance Choice program.

Starting January 1, 2027, there are updates to how the plan covers medications for weight loss (including GLP-1s):

• Copay adjustment: Your copay for these medications will be $200. Members enrolled in the HDP pay a $200 copay after the deductible is met.
• Program participation: To remain eligible for this coverage with a $200 copay, you must enroll in and actively participate in the CVS Caremark Weight Management program.
• Action required: If you do not participate in the program or fail to meet the requirements, you will be responsible for the full cost of the medication.

Note: This change does not apply to medications used for Type 2 diabetes management.

The CVS Weight Management™ program

To ensure you get the best support and results, the Verizon prescription drug plan requires participation in the CVS Weight Management program to access benefits for weight loss medications and help you stay on top of your health goals. If you do not participate or meet the program requirements, you will be responsible for the full cost of your medication.

How the program works

• Connect monthly: Attend at least one live virtual meeting or member-initiated chat with a program clinician each month.
• Track your progress: Log your biomarker information (such as your weight) as agreed upon with your clinician.

Important note: If you do not meet these engagement criteria, you will be responsible for the entire cost of your weight loss medication.

The program includes:  

• The Health Optimizer® app with helpful tips, recipes and goal-setting tools  
• One-on-one support from a team of clinicians, including registered dietitians
• A nutrition plan personalized for your needs and preferences
• Behavioral strategies to help you overcome barriers to weight loss  
• Connected body weight scale and other devices to track your progress

Have questions? 

Visit cvs.co/WM for more information about the program and the Health Optimizer app or to find answers to frequently asked questions. You can also call 800.207.2208 from 8 AM to 11 PM ET Monday– Friday or from 9 AM to 7 PM ET on Saturday.

Starting January 1, 2027, the PrudentRx program will be available to eligible enrollees in the PPO Plus, Surest Copay, and EPN medical plans to help you lower your out-of-pocket costs for certain specialty medications. If you take a medication included in the program, complete enrollment in PrudentRx, your cost for that covered specialty medication will be $0 when filled through Caremark Specialty Pharmacy. This program covers select specialty medications for conditions including cancer, inflammatory conditions, multiple sclerosis, blood cell deficiency, hepatitis C, hereditary angioedema, and pulmonary arterial hypertension. The PrudentRx program is not available to High Deductible Plan (HDP) members.

How the program works:

• If you currently take a specialty medication: You’ll receive information by mail in November 2026 explaining how to enroll before the program starts on January 1, 2027.
• If you are newly prescribed a specialty medication: You’ll be contacted when you first attempt to fill your prescription through Caremark Specialty Pharmacy, which will connect you directly with PrudentRx to enroll. If you do not enroll in PrudentRx, the drug will remain covered under the Plan if it is otherwise eligible for coverage, but you will not receive the $0 cost-share available through the PrudentRx program. Instead, you may have to first satisfy any applicable deductible and then pay 30% of the medication’s cost. Since many specialty medications are high-cost drugs, declining to enroll in PrudentRx for specialty drugs that are eligible for the PrudentRx program may result in significantly higher out-of-pocket costs to you.

You may choose not to enroll in PrudentRx; however, if you do not enroll, you will not receive the $0 cost-share available through the PrudentRx program for covered specialty medications.

Review the list of PrudentRx covered specialty medications for eligibility. 

Eligibility for $0 cost sharing depends on the specialty medication prescribed, participation in the PrudentRx program, and satisfaction of applicable program requirements. Not all specialty medications qualify. Any specialty drugs that do not qualify for the PrudentRx program will be adjudicated under the Plan’s otherwise applicable member cost-sharing requirements. HDP enrollees are not eligible to participate in the PrudentRx program, and specialty medications for HDP enrollees will continue to be subject to the HDP’s otherwise applicable deductible, coinsurance, copayment, and other cost-sharing requirements.

We’re increasing our contribution to your Health Savings Account in 2027. When you enroll in the High Deductible Plan (HDP), Verizon will contribute $700 to your HSA for individual-only coverage or $1,400 if you cover yourself and one or more dependents.

You can also boost your savings with higher 2027 IRS limits:

• Individual coverage: Contribute up to $3,800 (for a total of $4,500 with Verizon’s contribution)
• Family coverage: Contribute up to $7,600 (for a total of $9,000 with Verizon’s contribution)
• Age 55+: Add an extra $1,000 catch-up contribution

If you want to contribute to the new maximum limit, be sure to increase your contributions during Annual Enrollment. Otherwise, your 2026 election will carry over to 2027.

If you’re switching to the High Deductible Plan for 2027 and are currently enrolled in the Health Care Spending Account (HCSA), you will not be permitted to set aside money in the HCSA in 2027 (but you will be able to contribute to a Limited Purpose HCSA in 2027). If you have a balance remaining in your 2026 HCSA, you’ll be able to incur expenses through March 15, 2027, and submit them for reimbursement through May 31, 2027, but you will not be eligible to contribute or receive Verizon contributions to your HSA until April 1, 2027. To fully fund your HSA in 2027, be sure to use your entire HCSA balance by the end of 2026.

The advantages of an HSA

Your HSA is a powerful tool designed to help you save for both today’s medical expenses and your future health needs. The account is yours to keep forever, even if you leave Verizon. Plus, your HSA offers tax advantages to help your savings go further:

• Tax-free contributions: You pay no federal taxes on your contributions or those made by Verizon.
• Tax-free growth: Your account balance grows without federal tax on interest or investment earnings.
• Tax-free spending: Withdrawals for qualified medical expenses are always federal tax-free, whether you use them now or in the future.

The IRS sets annual limits on general purpose Health Care Spending Account (HCSA) contributions and typically updates those limits after Annual Enrollment. The 2026 maximum contribution limit is $3,400. To automatically contribute up to any new maximum the IRS may set for 2027, you must select the option to contribute the maximum amount during Annual Enrollment.

Need help planning?

To estimate your contribution, go to BenefitsConnection > Annual Enrollment > Compare Next Year’s Plan Options > My Spending Account Calculators.

Switching to the High Deductible Plan (HDP) in 2027?

If you enroll in the HDP, you are not eligible for a standard HCSA, though you can contribute to a Limited Purpose HCSA.

If you have a remaining balance in your 2026 HCSA:

• Grace Period: You can continue to incur expenses through March 15, 2027, and submit them for reimbursement through May 31, 2027.
• HSA Eligibility: Because of IRS rules, you will not be eligible to contribute to or receive Verizon contributions to your HSA until April 1, 2027.
• Tip: To fully fund your HSA as early as possible in 2027, we recommend using your entire 2026 HCSA balance by the end of this year.

We regularly review our health plan offerings to ensure V Teamers continue to receive high-quality and affordable coverage. If you live in Arkansas and have a UnitedHealthcare plan, your plan will change to Anthem in 2027. This change aligns with our commitment to continue providing you and your family access to provider networks that drive better health outcomes.

While your insurance company will change, the PPO Plus, HDP, and EPN plans will remain available to you.

To help you maintain your current treatment plans, Anthem Health Guides (Anthem’s customer service representatives) will help you transfer to a provider within the Anthem network. If you are currently undergoing active, complex treatment for a serious condition (such as pregnancy or ongoing cancer treatment), please reach out to an Anthem Health Guide as soon as you receive your enrollment materials to discuss the Transition of Care process.

After the transition to Anthem on January 1, you can use the Sydney Health app or anthem.com to manage your health, find doctors and access virtual visits through LiveHealth Online.

Employee assistance program (EAP) with Spring Health 

You and your family can count on Spring Health for support whenever you need it. For 2027, the program offers more flexibility to your 1:1 Support Sessions and Specialty Care access. Your 1:1 Support Sessions offer 12 free sessions that you can use for therapy, coaching or a combination of both.

• Counseling: Access to licensed providers for members ages 6 and older.
• Coaching: Support on a range of personal and relationship topics for members ages 18 and older.

With Specialty Care, you have dedicated resources for substance use support, eating disorders, neurodiversity, tobacco cessation and other behavioral health conditions.

Visit the mental and emotional well-being page for more information. 

Hinge Health extends to HDP participants

Hinge Health is a digital exercise therapy program that can provide relief for back, knee, hip, neck or shoulder pain in the comfort of your home. You can reduce your pain through self-guided exercise therapy sessions that you complete at your own pace.

DCSA contribution limit increase for high earners

Per IRS rules, as a highly compensated employee (HCE) who earned $160,000 or more in 2026, you can contribute up to $3,500 to a Dependent Care Spending Account (DCSA) in 2027. Your limit could be reduced during the year if necessary for Verizon to meet IRS rules.

Reminder: Voluntary benefits

You have access to several voluntary benefits to support you and your family, including:

• Auto, home and pet insurance
• Identity protection
• Commuter spending accounts
• Long-term disability

Group legal services plan coming in 2027

Verizon will introduce a voluntary group legal services benefit to help employees navigate legal matters more affordably. Coverage will provide you, your spouse and your dependents access to legal assistance for common matters, including:

• Will and estate planning
• Traffic violations
• Family and personal matters
• Home and real estate issues

More information on the plan and how to enroll will be shared in 2027.

AI Upskilling Program for your dependents

Verizon Dependent Upskilling Program: This program provides your eligible family members with free access to premium learning platforms designed to build new skills, enhance career readiness, and support personal growth. 

Mental and physical well-being platforms

As we continue to evolve our resources, the Personify Health platform will be discontinued on December 31, 2026. You can still access many of the site’s features in other locations.

• $600 medical contribution credit: Complete your attestation in BenefitsConnection.
• Well-being benefits, webinars and event calendar: Visit the Inside Verizon.
• Healthy Pregnancy Program: Use the Maven Clinic.
• Nicotine Replacement Therapy: Reach out to Spring Health.
• Coaching: Connect through Maven, Spring Health or Fidelity.
• Well-being videos, trackers and resources: Access these through Anthem and UnitedHealthcare.

To enroll a spouse, domestic partner or dependent child in coverage during Annual Enrollment or as a result of a qualifying life event, follow the prompts on BenefitsConnection during the enrollment process to add a new dependent, and select the appropriate dependent relationship. After you add your dependent, you must also select the coverage you want to enroll them in.

You will need to provide documentation to verify eligibility. Instructions for completing the dependent verification will be sent to both your work email and home address on file after you have enrolled your dependent. If you do not submit proper documentation in a timely manner, your dependent will be dropped from coverage.

Having an ineligible dependent enrolled in your Verizon coverage may result in disciplinary action.

A dependent child is eligible for medical (including prescription drug), dental, vision, child life insurance and child AD&D insurance through the end of the month in which the child attains age 26, regardless of student status. Coverage may be extended beyond age 26 for a dependent child who was enrolled in the medical plan when the child was younger than 26 and meets the conditions of being disabled under the medical plan.

Once a nondisabled dependent child attains age 26, the child will be removed from medical (including prescription drug), dental and vision coverage at the end of the month in which the child’s birthday occurs. You will then be provided the opportunity to continue coverage for the dependent through COBRA.

The child life insurance and child AD&D insurance plans cover all your eligible dependent children. While medical, dental and vision coverage automatically end once your dependent attains age 26, child life and child AD&D do not automatically end. You are responsible for updating your child life and child AD&D elections once your previously eligible dependent no longer meets the eligibility requirements.

Certain Verizon group health plan options generally require the designation of a primary care provider. You have the right to designate any primary care provider who participates in the plan option’s network and who is available to accept you or your family members.

For information on how to select a primary care provider, and for a list of the participating primary care providers, contact the HMO, Kaiser, or HMSA plans directly.

For children, you may designate a pediatrician as the primary care provider.

You do not need prior authorization from the plan or from any other person (including a primary care provider) in order to obtain access to obstetrical or gynecological care from a health care professional in the network who specializes in obstetrics or gynecology.

If you are an active employee in the no-coverage (waived-coverage) option for medical, dental and/or vision, and you make no changes during this Annual Enrollment, your no-coverage (waived-coverage) election for medical, dental and/or vision will carry over for 2027.

While there is no longer a federal requirement to maintain medical coverage to avoid a federal tax penalty, some states require you to maintain medical coverage to avoid a state tax penalty. California, Massachusetts, New Jersey, Rhode Island, Vermont and Washington, D.C., currently have such mandates. You should confirm with your tax advisor if such a mandate is a concern for you; additional states may add this requirement in the future.

If you are a Massachusetts resident, you must maintain medical coverage that meets specific state requirements, referred to as minimum creditable coverage (MCC), to avoid the state tax. All the Verizon group medical options available to you meet the Massachusetts MCC requirements.

If you have coverage today and would like to waive coverage for 2027, you need to choose the no-coverage option during Annual Enrollment. If you choose no coverage, you cannot enroll in coverage during 2027 unless you have a qualifying life event or as otherwise required by law.

Each year, the IRS establishes a compensation limit that is used to identify a group of employees known as highly compensated employees (HCEs). Generally speaking, an employee is classified by the IRS as an HCE for 2027 if the employee earned wages from Verizon during 2026 in excess of $160,000. “Wages” for this purpose means the amount reported in Box 1 of IRS Form W-2 plus before-tax deferral amounts made under the 401(k) Savings Plan, cafeteria plans and qualified transportation fringe benefits, if any.

IRS guidelines require that annual contributions toward the DCSA by both HCE and non-HCE participants are within an acceptable margin. Verizon performs an annual nondiscrimination test of the DCSA plan to ensure compliance with these rules.

Based on preliminary testing for 2026, the plan must limit DCSA annual contributions by HCEs to $3,500. If you are classified as an HCE for 2026, you will be subject to the initial 2027 DCSA contribution limit of $3,500 during Annual Enrollment. Additional restrictions may be imposed later in 2027 depending on additional testing.

Your medical options must offer certain preventive care benefits to you in-network without cost sharing. Under the Affordable Care Act, medical plans generally may use reasonable medical management techniques to determine the frequency, method, treatment or setting for a recommended preventive care service.

As explained in your Summary Plan Description (SPD), preventive care benefits that must be offered in-network without cost sharing include, but are not limited to, a number of screenings (e.g., blood pressure, cholesterol, breast and cervical cancer based on navigation services), and beginning in 2027, HRSA has updated the cervical cancer screening guidelines to include additional testing for women ages 21-65 and pathological evaluation when indicated to complete the screening process and to include patient-collected high-risk human papillomavirus (hrHPV)  testing as an appropriate method for screening for women ages 30-65 at average risk), certain immunizations (including COVID-19), colonoscopies (including many related items and services as well as coverage for a follow-up colonoscopy after a patient has received a positive screening test or direct visualization test), FDA-approved contraception methods, and other items and services that are designed to detect and treat medical conditions to prevent avoidable illnesses and premature death.

Preventive care benefits that must be offered in-network without cost sharing change periodically.

Contact the Verizon medical plan or prescription drug administrator, such as CVS Caremark, for more details on the types of preventive care items and services that are covered at no cost in-network.

The Affordable Care Act transparency requirements will give you access to an internet-based price-comparison tool to compare prices for medical and prescription drug items and services. Upon request, this information may be provided in paper form without a fee, subject to certain limits.

The Notice of Privacy Practices for Verizon Communications Inc. Health Plans (HIPAA Privacy Notice) explains the uses and disclosures the Verizon Health Plans may make of your protected health information, your rights with respect to your protected health information, and the plans’ duties and obligations with respect to your protected health information.

The HIPAA Privacy Notice can be found on BenefitsConnection. You can view the notice and/or print a paper copy from the website, and you can request a paper copy by calling the Verizon Benefits Center at 855.4vz.bens (855.489.2367).

Summaries of benefits and coverage (SBCs), required by the Affordable Care Act, are available on BenefitsConnection. If you would like a free paper copy of the SBCs, contact the Verizon Benefits Center at 855.4vz.bens (855.489.2367).

To help you compare your health plan options and make informed choices, Verizon is required to make SBCs, which summarize important health plan information in a standard format, available to you. The health benefits available to you provide important protection for you and your family in the case of illness or injury, and choosing a health plan is an important decision.

You’ll find SBCs, health plan comparison charts and other information about your health benefits on BenefitsConnection.

The well-being program offered to you by Verizon is voluntary and available to all employees. The program is administered according to federal rules permitting employer-sponsored well-being programs that seek to improve employee health or prevent disease, including the Americans with Disabilities Act of 1990, the Genetic Information Nondiscrimination Act of 2008 and the Health Insurance Portability and Accountability Act, as applicable, among others.

If you choose to participate in the well-being program, you will be asked to voluntarily complete a medical exam and complete the Preventive Care Exam Credit attestation form within BenefitsConnection. In addition, you will be eligible for a weight loss medication (including a GLP-1) subsidy if you are otherwise eligible and meet with a clinician. You are not required to complete these activities to receive medical coverage.

However, if you choose to participate in the well-being program, you will receive an incentive of up to $600, which will be used to reduce your medical plan contributions. Although you are not required to complete this activity, if you do, you will receive the medical plan cost reduction of up to $600.

In addition, to receive weight loss medication (including a GLP-1) at a lower cost, you may be required to periodically meet with a clinician.

The information from your preventive care exam or weight loss medication health coaching (which includes a GLP-1) can provide you with helpful insights to better understand your current health and potential health risks. You also are encouraged to share your results or concerns with your own doctor.

Protections from disclosure of medical information

We are required by law to maintain the privacy and security of your personally identifiable health information. Although the well-being program and Verizon may collect and use aggregate information to design a program based on identified health risks in the workplace, the well-being program will never disclose any of your personal information either publicly or to Verizon, except as necessary to respond to a request from you for a reasonable accommodation needed to participate in the well-being program or as expressly permitted by law. Medical information that personally identifies you that is provided in connection with the well-being program will not be provided to your supervisors or managers, and it may never be used to make decisions regarding your employment.

Your health information will not be sold, exchanged, transferred or otherwise disclosed, except to the extent permitted by law to carry out specific activities related to the well-being program, and you will not be asked or required to waive the confidentiality of your health information as a condition of participating in the well-being program or receiving an incentive. Anyone who receives your information for purposes of providing you services as part of the well-being program will abide by the same confidentiality requirements. The only individuals who will receive your personally identifiable health information are a registered nurse or doctor in order to provide you with services under the well-being program.

In addition, all medical information obtained through the well-being program will be maintained separately from your personnel records, information stored electronically will be encrypted, and no information you provide as part of the well-being program will be used in making any employment decision. The confidentiality of medical information will be maintained in accordance with Verizon policies and procedures. Appropriate precautions will be taken to avoid any data breach, and in the event a data breach occurs involving information you provide in connection with the well-being program, we will notify you immediately.

You may not be discriminated against in employment because of the medical information you provide as part of participating in the well-being program, nor may you be subjected to retaliation if you choose not to participate.

If you have questions or concerns regarding this notice, or about protections against discrimination and retaliation, please contact the Verizon Benefits Center at 855.4vz.bens (855.489.2367) and indicate that you have a question or concern regarding this notice.

When you get emergency care or are treated by an out-of-network provider at an in-network hospital or ambulatory surgical center, you are protected from balance billing. In these cases, you shouldn’t be charged more than your plan’s copays, coinsurance and/or deductible.

What is “balance billing” (sometimes called “surprise billing”)?

When you see a doctor or other health care provider, you may owe certain out-of-pocket costs, like a copayment, coinsurance and/or deductible. You may have additional costs or have to pay the entire bill if you see a provider or visit a health care facility that isn’t in your health plan’s network.

“Out-of-network” means providers and facilities that haven’t signed a contract with your health plan to provide services. Out-of-network providers may be allowed to bill you for the difference between what your plan pays and the full amount charged for a service.

This is called “balance billing.” This amount is likely more than in-network costs for the same service and might not count toward your plan’s deductible or annual out-of-pocket limit.

“Surprise billing” is an unexpected balance bill. This can happen when you can’t control who is involved in your care—like when you have an emergency or when you schedule a visit at an in-network facility but are unexpectedly treated by an out-of-network provider. Surprise medical bills could cost thousands of dollars depending on the procedure or service.

You’re protected from balance billing for:

• Emergency services: If you have an emergency medical condition and get emergency services from an out-of-network provider or facility, the most they can bill you is your plan’s in-network cost-sharing amount (such as copays, coinsurance and deductibles). You can’t be balance billed for these emergency services. This includes services you may receive after you’re in stable condition unless you give written consent and give up your protections not to be balanced billed for these post-stabilization services.
• Certain services at an in-network hospital or ambulatory surgical center: When you receive services from an in-network hospital or ambulatory surgical center, certain providers may be out-of-network. In these cases, the most that providers can bill you is your plan’s in-network cost-sharing amount. This applies to emergency medicine, anesthesia, pathology, radiology, laboratory, neonatology, assistant surgeon, hospitalist or intensivist services. These providers can’t balance bill you and may not ask you to give up your protections not to be balance billed.

If you receive other types of services at these in-network facilities, out-of-network providers can’t balance bill you unless you provide written consent and waive your protections.

You’re never required to give up your protections from balance billing. You also aren’t required to get out-of-network care. You can choose a provider or facility in your plan’s network. 

When balance billing isn’t allowed, you also have these protections:

• You’re responsible for paying only your share of the cost (like the copays, coinsurance and deductible that you would pay if the provider or facility were in-network). Your health plan will pay any additional costs to out-of-network providers and facilities directly.
• Generally, your health plan must:
  • Cover emergency services without requiring you to get approval for services in advance (also known as “prior authorization”).
  • Cover emergency services by out-of-network providers.
  • Base what you owe the provider or facility (cost sharing) on what it would pay an in-network provider or facility, and show that amount in your explanation of benefits.
  • Count any amount you pay for emergency services or out-of-network services toward your in-network deductible and out-of-pocket limit.

If you think you’ve been wrongly billed, contact the Centers for Medicare and Medicaid Services (CMS) at 800.985.3059. Visit cms.gov/medical-bill-rights for more information about your rights under federal law. If you are enrolled in a fully insured medical plan option, state laws that affect balance billing may also apply. Contact your insurer if you have questions.

If you have had or are going to have a mastectomy, you may be entitled to certain benefits under the Women’s Health and Cancer Rights Act of 1998 (WHCRA). For individuals receiving mastectomy-related benefits, coverage will be provided in a manner determined in consultation with the attending physician and the patient for:

• All stages of reconstruction of the breast on which the mastectomy was performed;
• Surgery and reconstruction of the other breast to produce a symmetrical appearance (this includes coverage for nipple and areola reconstruction, including nipple and areola repigmentation to restore the physical appearance of the breast, as a required stage of reconstruction and coverage for chest-wall reconstruction with aesthetic flat closure, if elected by the patient in consultation with the attending physician in connection with a mastectomy, as a required type of reconstruction);
• Prostheses; and,
• Treatment of physical complications of the mastectomy, including lymphedema.

These benefits will be provided subject to the same deductibles and coinsurance applicable to other medical and surgical benefits provided under this plan. If you would like more information on WHCRA benefits, call your medical plan administrator or insurer at the number on your insurance card.

Actual plan provisions for company benefits are contained in the appropriate plan documents or applicable company policies. This Annual Enrollment page provides updates to your existing Summary Plan Descriptions (SPDs) as of January 1, 2027. Until Verizon provides you with updated SPDs, this page is intended to be a summary of material modifications (SMMs).

As always, the official plan documents determine what benefits are provided to Verizon employees, former employees eligible for COBRA, retirees and their dependents. Please note that you may not be eligible to participate in or receive benefits from all plans and programs referenced on this page.

Your SPDs and SMMs are available in the library section of BenefitsConnection, and you can call the Verizon Benefits Center at 855.4vz.bens (855.489.2367) to request printed copies free of charge. As explained in your SPDs, Verizon reserves the right to amend or terminate any of its plans or policies at any time with or without notice or cause, subject to applicable law.