Selecting benefits for 2026

Benefits that support wholeness | The Covenant Package: Income protection with added value | Completing your Employer Agreement | What's new for 2026 | How can we serve you? | Helpful resources | Annual Enrollment for employees

Benefits that support wholeness

When you partner with the Board of Pensions to offer benefits to your employees, you can choose from the following plans that support their well-being in four key areas: spiritual, health, financial, and vocational.

Retirement Plans

• Defined Benefit Pension Plan
  
• Retirement Savings Plan of the Presbyterian Church (U.S.A.)
  

Death, Disability & Life Plans

• Death and Disability Plan
  
• Term Life and Accidental Death and Dismemberment Plan
  
• Temporary Disability Plan
  
• Long-Term Disability Plan
  

Health & Wellness Plans

• Medical Plan, including PPO, EPO, and HDHP options
  
• Dental Plan
  
• Vision Plan
  

Tax-Advantaged Accounts

• Healthcare flexible spending account
  
• Dependent care flexible spending account
  
• Health savings account
  

The Covenant Package: Income protection with added value

Employers can offer the Covenant Package — a bundled set of income protection benefits — at an exceptional value.

• Defined Benefit Pension Plan
  
• Death and Disability Plan
  
• Temporary Disability Plan
  
• Employee Assistance Plan
  

Any employee working 20 hours or more per week is eligible to participate. Dues for this package remain at 10% of effective salary for 2026, paid entirely by the employer.

Learn more about the Covenant Package.

 

Completing your Employer Agreement Your Employer Agreement is available Thursday, Aug. 28, 2025, through Friday, Oct. 3, 2025. During this time, log in to Benefits Connect at benefitsconnect.pensions.org to review 2026 benefits options and pricing, make selections, and submit your Employer Agreement. Learn more about your 2026 Employer Agreement.

 

What’s new for 2026

As you consider your benefits options for 2026, please take note of these updates and enhancements, effective Jan. 1, 2026.

New Call to Health platform and experience

The Call to Health well-being program will be refreshed for 2026, featuring new ways for Medical Plan members to work toward wholeness. Beginning with the 2026 program year, which starts in January, the Call to Health website and app will move to the WebMD ONE platform, providing a more personalized experience and enabling participants to set and achieve their own unique health and wellness goals.

More details about the refreshed Call to Health program will be announced in the coming months.

Retirement Savings Plan expense ratios and participant fees

As a result of the Board’s annual evaluation to ensure the Retirement Savings Plan is operating efficiently, the following updates have been made for 2026:

• Expense ratios for the PC(USA) Socially Responsible Balanced Fund and the PC(USA) Socially Responsible US Equity Fund will decrease by 10 basis points.
  
• The administration fee will increase from $15/year to $20/year. This fee is automatically deducted quarterly from Retirement Savings Plan participants’ accounts. This is the first administration fee increase for the plan since 2010.

Fee updates for tax-advantaged accounts

Tax-advantaged accounts enable employees to set aside pretax dollars through payroll deductions to pay for eligible expenses. The cost is 100% employer-paid.

• The monthly account fees paid by employers that offered healthcare and/or dependent care flexible spending accounts (FSAs) and/or health savings accounts (HSAs) through Health Equity in 2025 will remain the same for 2026.
• For employers that newly offered FSAs through Health Equity starting on or after Jan. 1, 2025, an annual renewal fee will apply. HealthEquity will invoice employers directly. (There is no annual renewal fee for HSAs.)

Vision Plan rates increase

Monthly coverage costs for the Vision Plan for 2026 have increased:

• Member-only: $4.47
  
• Member + Spouse: $8.84
• Member + Child(ren): $9.40
• Member + Family: $15.09

This is the first increase in Vision Plan rates since the plan was introduced in 2019. When you choose to offer the Vision Plan to your employees, you may, but are not required to, contribute toward the cost of the coverage.

 

How can we serve you? As you determine which benefits best meet the needs of your organization, we’re here to offer support and consult on your benefits solutions: Contact your relationship manager today to collaborate on annual benefits strategy and planning. They support human resources and finance leaders making benefits decisions. Employer Services representatives can answer questions about 2026 benefits and offer support on submitting an Employer Agreement through Benefits Connect. They are available to serve you at 800-PRESPLAN (800-773-7752) (TTY: 711).

Helpful resources

We are committed to providing you with resources and information to help guide decision-making:

• The Your 2026 Employer Agreement: Tools and Resources for Success webinar is designed to support employer representatives who will complete and submit their 2026 Employer Agreement in Benefits Connect. Join Board staff from 2-3 p.m. ET on Sept. 2, 16, or 25 for practical guidance, step-by-step instructions, and live demonstrations. Learn more and register.
• The Inside the Medical Plan: How It Works & Why It Matters webinar, Sept. 18, 2-3:30 p.m. ET, will address what’s driving healthcare costs, how the Medical Plan is financially managed, and how its benefits reflect a commitment to stewardship, care, and well-being. Learn more and register.
• Learn how to submit your 2026 Employer Agreement by completing a 20-minute e-learning, Employer Agreement for 2026 Benefits, available on the Lifelong Learning e learning site.