What You Need to Know for 2026

Benefits You Can Count On

Each year, we review our benefits with a focus on keeping them as affordable and consistent as possible, even as costs continue to rise nationwide. We’re keeping our medical, dental, and vision plan designs the same in 2026, which means there will be no changes to coverage and no increases to annual deductibles, out-of-pocket maximums, coinsurance or copays. However, like many employers, we’re facing significant increases in overall healthcare expenses next year, which requires us to take action. If you enrolled during 2026 annual enrollment, it’s important to understand the changes starting January 1, 2026.

What’s New for 2026

After Enrollment

What’s New for 2026

Premium Increases

Employee premiums will increase. While the company will continue to cover the majority of overall plan costs, some of the increase will be shared to help manage rising healthcare expenses. We self-insure our medical and pharmacy benefits, which gives us more flexibility to tailor our plans to employee needs. But it also means we carry the financial risk, so when healthcare utilization and costs increase, the company and our plan are directly impacted.

NEW! Healthcare Support from BCBS

We heard your feedback, and we agree. Accolade did not meet our expectations when it came to customer service. Among the feedback we received were requests for a more seamless, supportive experience for you and your family. As a result, we’ve made the decision to end our relationship with Accolade in 2026 and transition healthcare customer service and clinical support to our medical plan carrier, Blue Cross Blue Shield (BCBS). Overall experience with BCBS has been more positive, and we believe they will provide you and your family a more consistent and improved experience, while still offering personalized support and guidance.

If you are working with Accolade currently, transition of care procedures are in place to avoid any disruption to your care.

Prior authorizations. If you’ve received a prior authorization from Accolade for a procedure or service in 2026, it will be transferred to BCBS. Once your authorization is transferred to BCBS, you will receive a letter detailing the approved authorization, dates and range of services, along with next steps.

Clinical management. If you’re currently engaged with Accolade for clinical management, your care will transition to BCBS automatically on January 1. Your new dedicated nurse will reach out to you directly in January to introduce you to BCBS clinical resources and continue supporting you on your care journey.

Annual Enrollment Support from BCBS

BCBS is available to answer your questions related to 2026 benefits, provider networks and eligibility. You can contact BCBS at 1.855.212.4679 for these types of questions.

NEW! Teladoc for Telehealth

Teladoc will replace Accolade Care as the telehealth provider for the Blue Cross Blue Shield (BCBS) medical plans. You will continue to have convenient access to virtual care for urgent care, primary care, mental health and other everyday health needs. Teladoc offers a streamlined, user-friendly experience and is designed to make it easier for you and your family to access care whenever and wherever you need it.

NEW! Centers of Excellence

If you are enrolled in a Blue Cross Blue Shield (BCBS) medical plan, you will be required to use a Carrum Centers of Excellence (COE) provider for bariatric, spine and joint surgeries. If you need one of these procedures in 2026, the plan will only cover it when you use a provider within Carrum’s COE network, which includes nationally recognized hospitals, such as Cleveland Clinic, Johns Hopkins, Baylor Scott & White, and more. Directing care to high-quality providers is about more than just cost. It’s about better outcomes: fewer complications and improved recovery. However, employees will also benefit from reduced out-of-pocket costs, with procedures covered at 100%. (If you’re in one of the High Deductible Healthcare Plans (HDHP 1 or HDHP 2) you must meet the IRS annual deductible first.)

While certain surgeries require you to use Carrum, Carrum also has additional voluntary COE programs, such as general surgery, cancer, substance use and gastrointestinal, where you can access high-quality providers at a reduced out-of-pocket cost.

Note: Scheduled spine and joint surgeries with a surgery date prior to March 1, 2026 will not require use of the Carrum COE program. Carrum contact information will be shared later this year.

Omada and 2nd.MD Discontinued

Due to low engagement, we’ve made the decision to retire these programs for 2026 and focus our resources on benefits that provide the most value to employees and their families. If you currently use either of these programs, you will receive more information closer to the transition to help ensure continuity of care where needed.

Increased HSA Limits

If you enroll in one of the High Deductible Healthcare Plans (HDHP 1 or HDHP 2), you can contribute to a tax-advantaged Health Savings Account (HSA). The IRS limits the total pre-tax amount that can be contributed each year. For 2026, that limit is $4,400 for individual coverage and $8,750 if you cover dependents. This limit includes both your contribution and any company contributions. If you’re age 55 or older in 2026, you can make an additional $1,000 pre-tax catch-up contribution.

L3Harris will continue to make quarterly HSA contributions for eligible employees who complete the HSA modeling exercise on the enrollment site by November 30, 2025. You must go through the entire tool and click the Calculate and earn your incentive button to receive the incentive contributions.

Company incentive contributions depend on the plan and coverage level you elect. Be sure to account for both L3Harris’ and your contributions when considering your maximum allowable contribution for 2026.

Increased Dependent Care FSA Limit

The maximum contribution to the Dependent Care Flexible Spending Account (FSA) will increase to $7,500, based on updated IRS guidelines. Note: Contribution limits may vary based on income, in accordance with IRS rules.

NEW! 401(k) Match Opportunity

Starting in 2026, student loan payments will count toward the 401(k) match. If you’re making qualifying student loan payments, the company will match your student loan payments up to the 401(k) plan’s matching limit, even if you’re not contributing to your retirement account. More details will be shared later this year.

After Enrollment

Look for your 2026 Annual Enrollment Confirmation Statement to arrive by email link on November 12 after enrollment ends on November 7. Review your confirmation statement carefully, ensuring the plans you selected are correct, and all dependents have been added to the appropriate coverages. If anything is inaccurate, contact the Enrollment Center immediately.

Enrolled in an HDHP medical plan? Visit the enrollment site and complete the HSA modeling exercise by November 30, 2025 to earn the 2026 L3Harris quarterly incentive contributions to your HSA. If you do not complete the modeling exercise by November 30, 2025, you will not be eligible for the company HSA funding in 2026.

Added a new dependent to your medical, dental and/or vision coverage? The Dependent Verification Center will reach out following annual enrollment, and you will be required to provide documentation to verify each dependent’s eligibility to participate in L3Harris benefit plans. Failure to respond and provide the required documentation by the deadline will result in your newly added dependent(s) being removed from coverage.

Note for Employees Under a Collective Bargaining Agreement

This website generally describes benefit plans available to eligible non-bargained L3Harris employees working in the continental United States and certain eligible L3Harris employees subject to a collective bargaining agreement (CBA). If you are subject to a CBA, please refer to your CBA to determine eligibility.

L3Harris reserves the right to change or terminate any benefit plan at any time for any reason without advance notice. Receipt of this information should not be considered a guarantee of eligibility for the benefit plans nor should it be considered a contract or guarantee of employment or continued employment or any specific terms of employment. Employment with L3Harris is generally on an at-will basis.