YOUR BENEFITS. YOUR LIFE.
Benefits to help you thrive at every stage of life.
For most Piedmont locations and in-region remote team members
We are committed to helping you and your family access quality care while keeping coverage affordable. As healthcare costs continue to rise, Piedmont will continue to pay the majority of medical plan premiums and absorb a portion of the cost increase. We are also enhancing and maintaining benefits that can provide value and support to you and your family in 2027.
health And Well-being
There are minor changes to copayments, deductibles, annual out-of-pocket maximums and prescription copayments in the Piedmont Choice Plan and Piedmont Exclusive Plan for 2027. Copayments for Primary Care Office Visits will not increase under Tier One for either plan.
Medical premiums will increase for 2027. While Piedmont will continue to cover most of the cost and absorb a portion of the increase, team members will see higher medical premiums and some higher out-of-pocket costs next year.
Our new Eye360 network expands access to vision providers. Frame and contact lens allowances will be enhanced when you visit “At Plus Providers.” In-network retinal imaging will also be covered at no cost. Vision premiums will increase slightly.
There are no changes to the current dental plan options; coverage remains the same with a small increase in premiums for 2027.
Enhancements to select coverages will be provided at no additional cost.
FINANCIAL
The Health Care FSA contribution limit is $3,400 for 2027 with an eligible rollover amount of $680. The Dependent Day Care FSA contribution limit is $7,500 per household. Employees who wish to carry over unused Healthcare FSA funds from 2026 into 2027 must elect a 2027 Healthcare FSA during Open Enrollment. To qualify, employees must make at least the minimum annual election of $100.
An active Spouse Life Insurance election is required to have coverage in 2027. Without a new election, your current coverage will end on Dec. 31, 2026.
For a complete list of action items, see the 2027 Open Enrollment Checklist.
01
For Health Care or Dependent Day Care Flexible Spending Accounts (FSAs), you must make a new election to contribute in 2027. To carry over eligible unused 2026 Health Care FSA funds, elect at least $100 in annual Health Care FSA contributions for 2027; otherwise, those funds will be forfeited.
02
For Spouse Life Insurance, an active election is required to have coverage in 2027. Without a new election, your current coverage will end on Dec. 31, 2026.
03
As a reminder, if your spouse or domestic partner is eligible for medical coverage through their employer and that employer pays any portion of the cost, they are not eligible for Piedmont medical coverage. Please remove any ineligible spouse or domestic partner during Open Enrollment. Changes to spouse or domestic partner coverage take effect on Jan. 1, 2027.
04
Decide if you’d like to participate in Piedmont’s PTO Cash-In program, if eligible (payable in March 2027).
05
Find a primary care physician and book a visit for your annual preventive exam. If you are an established patient, schedule through the Piedmont MyChart patient portal.
06
Confirm that your address, phone number and personal email address, along with dependent and beneficiary information, are accurate in PeopleSoft Employee Self-Service (ESS).
Pick a benefit to take a closer look at your options and what matters most to you.
Eligibility
There are specific criteria and rules for team members and dependents to receive benefits coverage from Piedmont. Benefits eligibility begins the first of the month following 30 days of service.*
Enrolling a dependent for the first time?
Full-time team members
Scheduled to work at least 64 hours per pay period
Part-time team members
Scheduled to work at least 32 hours per pay period
Dependents
Includes spouse/domestic partner and your children under age 26. if your spouse/domestic partner is eligible for medical coverage through their employer and that employer pays any portion of the cost, they are not eligible for Piedmont medical coverage. Please remove any ineligible spouse/ domestic partner during Open Enrollment. Changes to spouse/domestic partner coverage begin on Jan. 1, 2027.
*Medical residents are eligible for coverage beginning on the first day of employment.
Plan ahead
2027 Open Enrollment
Nov. 2-16, 2026
Benefits effective Jan. 1, 2027
For more information, visit The Piedmont Empowered intranet
Make it yours
Three steps to make your choices and start the new year with confidence.
01
Onsite
Log in to PeopleSoft Employee Self-Service (ESS) using your Employee/Network ID and Password.
Forgot your PeopleSoft ESS password or need technical assistance? Call 404-605-3000.
From home
If working remotely, connect to the Piedmont network through secure remote access, then visit the Piedmont Empowered Intranet and search “ESS Job Aid” for instructions on accessing PeopleSoft ESS to complete your enrollment.
02
Dependent information
You’ll need the Social Security numbers and dates of birth for any dependents you wish to enroll.
Your contact details
In addition to enrolling in benefits, please provide your personal email address, phone number, home/mailing address and emergency contacts.
03
Confirmation
If you make changes to your benefits for 2027, you may download, save or print a copy of your elections in PeopleSoft ESS.
ID CARDS
MyHealth360: Medical, dental and vision ID cards will be digital for 2027. For a physical ID card, contact the carrier directly.
More than benefits
Your benefit offerings make up PHC & Me—Piedmont’s one-of-a-kind total rewards program. Explore the programs that help you and your family make the most of what Piedmont offers.
Coverage is included for full-time team members scheduled to work at least 64 hours per pay period and part-time team members scheduled to work at least 32 hours per pay period.
In addition to enrolling yourself in Piedmont’s benefit plans, you also may choose to cover your eligible dependents. Eligible dependents include:
To contain health benefit costs for our team members and all eligible dependents, when you enroll your dependents in Piedmont’s medical plan for the first time, you will be required by an independent verifier (Alight) to provide documentation of your dependents’ eligibility. If you do not respond to the request, or if a dependent is determined ineligible for such coverage, then coverage will end on the last day of the month of cancellation and such dependent will be ineligible for COBRA coverage. If you are enrolling new dependents in medical coverage for the first time, please watch for a mailing from the Dependent Verification Center and be sure to respond timely.
If your spouse/domestic partner has medical coverage available through his/her employer, he/she is not eligible to enroll in Piedmont’s medical coverage. Domestic partner coverage is available for medical, dental and vision benefits. You will be required to complete a Domestic Partner Affidavit, and you will be taxed on the full cost of the benefit for your domestic partner.
When you enroll your dependents in our benefit programs, you will be required by an independent verifier to provide documentation of your dependents’ eligibility.
Your spouse/domestic partner is eligible for coverage under the Piedmont benefit plans if they are:
Piedmont benefits may be considered secondary. Please refer to your Summary Plan Description to determine which plan is primary.
Federal Tax Treatment of Domestic Partner Medical Benefits
Please note, the federal government does not recognize domestic partnership for tax purposes. Therefore, employer contributions to domestic partner medical premiums are counted as taxable imputed income by the Internal Revenue Service (IRS). When you add a domestic partner to your Piedmont medical plan, your contributions for the domestic partner medical benefits are paid post-tax. When referring to your paycheck, you will see pre-tax premiums (coverage for yourself and any dependent children), after-tax premiums (coverage for your domestic partner), and taxable imputed income under the employer column.
This website is not inclusive of all situations and is provided for informational purposes only. It is not intended to be an official legal document. If there are conflicts between the website and IRS regulations, the member handbook, or the Summary Plan Description (SPD), IRS regulations, the member handbook, and the SPD will govern.
