OptimylEnroll in Rippling

Your Health. Your Choices.

Help Me Choose a Plan

01 / Provider Network

Same Great Options, Updated Provider Network

Beginning January 1, 2027, the Core plans will partner with AlliedAdvocate and the FirstHealth PPO network.
The Enhanced plans will remain with Cigna Open Access Plus.

What Is AlliedAdvocate?

Your Core plan starts with the FirstHealth PPO network. For certain higher-cost claims, AlliedAdvocate reviews charges and works directly with providers. If you receive an unexpected balance bill, contact your Advocate for help before paying it.

Which Options Would You Like to Compare?

Your Network Preference

How These Estimates Work

Put Your Pre-Tax Dollars to Work

Optimyl’s HSA money is yours to keep—even if you don’t spend it this year. Unused funds roll over. Contributions arrive monthly, so early-year bills may require more cash than your available HSA balance.

Copay plans offer predictable costs for routine visits. A healthcare FSA may help pay eligible expenses with pre-tax dollars. The green boxes illustrate the possible savings separately from the annual plan comparison. Confirm your election limit and carryover or forfeiture rules in Rippling.

How to Read the Comparison

Estimated Annual Cost = employee premiums + estimated covered care − Optimyl HSA funding, before any employee tax savings. The full employer HSA contribution counts as value, including any money left for the future. Employee HSA and FSA contributions are your own money. Their potential tax savings are illustrated separately and do not reduce the headline cost or change the lowest-cost badge. Premium tax savings are excluded.

Premium to Enroll is your annual employee premium, before paying for care. The Covered-Cost Ceiling adds annual premiums to the applicable medical out-of-pocket maximum and subtracts employer HSA funding; it excludes tax savings, out-of-network care, noncovered costs, penalties and balance bills.

Cost Assumptions, Plan Details & Sources

Estimates use covered in-network care for January–December 2027. Monthly employee contributions follow Optimyl’s final 2027 enrollment rates. Benefit terms come from the published 2027 SBCs. Employer HSA funding follows Optimyl’s 2027 enrollment materials.

Core Consumer uses embedded individual deductibles and out-of-pocket limits. Enhanced Consumer uses the combined family deductible and family out-of-pocket limit described in its SBC. Copay plans use embedded individual limits. Claims are spread evenly through the year, then processed by person and service. Office copays cover the exam only; extra tests or procedures should be included separately. Specialty drugs are excluded in the published SBCs and are not modeled. Check prescription coverage before enrolling.

Medical and prescription prices below are editable planning assumptions, not negotiated quotes. Same prices are used across networks; actual negotiated prices vary.

Employer HSA funding: Consumer Core $250 employee / $500 employee + spouse or children / $750 family; Consumer Enhanced $500 / $750 / $1,000. The tool assumes full-year funding; early bills may exceed the HSA balance available then. No investment growth or catch-up contributions are modeled.

2027 IRS HSA limits: $4,500 self-only / $9,000 family, including employer money. Limits may be prorated. No tax savings are assumed on employer contributions.

Not an enrollment election or guarantee. Premiums, balance bills, noncovered care, out-of-network charges and penalties are outside the medical out-of-pocket maximum. Verify plan terms, providers and prescriptions; official plan documents govern.