As health care costs continue to grow nationwide, MSU Denver will see an increase in medical plan premiums for 2026, driven by rising provider costs, more claims and growing prescription drug prices.
The good news for MSU Denver employees: The University will continue to pay 75% of employees’ insurance premiums. That’s among the highest contribution percentages of the eight state higher education institutions belonging to the consortium that negotiates plans and rates with insurers.
Premium costs for MSU Denver employees will rise between $17 and $58 per month, depending on their plan and tier.
The University’s cost for each participating employee will also increase $53 to $174.
Employees will see the new rates reflected in December paychecks.
Meanwhile, employees will also see some plan changes, including:
The introduction of co-insurance payments to in-network providers.
Slight increases to out-of-pocket maximum costs.
Increase in co-payments for name-brand prescription medications. Co-payments for preventive and generic medications will not change.
Look for details in open enrollment communications starting Monday.
Medical plans are the only line of coverage experiencing a change in 2026 — dental, vision, life and disability plan premiums will not increase, and plan benefits will not change.
MSU Denver continues to offer robust benefits, including lower deductibles, co-payments and out-of-pocket maximum costs when compared to most other benefits packages across the state, said Amanda Berry, executive director of Total Rewards.
University employees receive benefits that go beyond industry standards, supporting MSU Denver’s goal — outlined in Pillar V of the institution’s Strategic Plan — to be recognized as a most-desired workplace, she said.
“We understand that affordability matters, and we’re working to maintain balance between rising medical costs and the need to provide comprehensive coverage for employees and their families,” Berry said. “MSU Denver’s health insurance benefits are part of a comprehensive benefits package that our employees value and is instrumental in recruiting and retaining them.”
Flexible spending accounts require reenrollment; optional benefits remain available
Employees must reenroll if they wish to participate in flexible spending accounts for 2026. The maximum allowable contribution limits are $3,300 for medical FSAs and $5,000 for dependent care FSAs.
Optional benefits, including vision, life and accidental death and dismemberment insurance, remain available through the University’s partnership with SunLife. These voluntary options allow employees to customize their benefits packages to fit personal needs and family circumstances, Berry said.
Don’t miss your window to update benefits: Nov. 3–21
During MSU Denver’s fall open-enrollment period, benefits-eligible full-time faculty and staff members will have the opportunity to review all coverage options and to make changes for 2026 without experiencing a qualified life event, such as marriage or the birth of a child.
With the exception of flexible spending accounts noted above, employees will be reenrolled in their current insurance plans if they don’t take action to make changes.
All open-enrollment changes will take place in Workday. Employees should look for an Open-enrollment task in their inboxes Nov. 3. Keep an eye out for emails from Human Resources with full benefits package details and short videos highlighting key plan changes and options.
Employees can also attend the Employee Wellness Fair on Nov. 5, where representatives from Total Rewards and plan providers will answer questions and help employees make informed choices.
Ways to save on health care costs
Employees can take steps to manage costs and maximize the value of their benefits:
Compare plans annually and choose the right one. Remember to compare total costs — not just premiums — including deductibles, co-payments and co-insurance. Sometimes a higher premium plan with lower out-of-pocket costs is less expensive overall if you expect regular care, specialty care or prescriptions.
Use in-network providers. If enrolled in an HMO or POS plan, ensure your provider is Tier 1. PPO members should confirm their provider is a designated participating provider. Log in to your Anthem account to find care and details about your benefits.
Understand your plan. Review plan details, ask for diagnostic codes before procedures, and partner with PAL (Patient Advocate Line) to confirm that services are billed correctly.
Use a health savings account or flexible spending account. Contributions are pre-tax, and you can use them for qualified medical expenses.
Choose generic medications. Ask your doctor if a lower-cost generic or therapeutic alternative is available.
Take advantage of preventive care and wellness programs. Many insurance plans offer wellness benefits and cover annual physicals, vaccines and screenings at no additional cost. Preventing health issues is less expensive than treating them later.
Choose the right level of care. Visit your primary care provider or urgent care before the emergency room when appropriate to avoid unnecessary costs.
2026 Health Plan Costs at a Glance
Effective Jan. 1, 2026
Anthem BlueAdvantage Point of Service Plan (HMO/POS) and Prime Blue Priority PPO Plan
Employee Only:
Total monthly cost: $943
Your cost: $236
Employee + Spouse:
Total monthly cost: $2,265
Your cost: $566
Employee + Child(ren):
Total monthly cost: $2,077
Your cost: $519
Employee + Family:
Total monthly cost: $2,602
Your cost: $651
2500 High Deductible Plan
Employee Only:
Total monthly cost: $788
Your cost: $197
Employee + Spouse:
Total monthly cost: $1,893
Your cost: $473
Employee + Child(ren):
Total monthly cost: $1,735
Your cost: $434
Employee + Family:
Total monthly cost: $2,176
Your cost: $544
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