You’ll find answers to vital questions and everything you need to complete the Open Enrollment process here. Select your business group, confirm your Open Enrollment dates, and log in to review and make changes to your benefits. Curious about what’s new for 2025-2026? Find out here.
Open Enrollment was June 2 – June 13, 2025 and is now closed.
Open Enrollment is July 9 through July 18, 2025.
You can make changes to any of your benefits elections during open enrollment. Explore all the benefits available to you here.
Looking for more resources? Visit our Smiths Resource Library to find out more about your coverage.
You can enroll online or you can call a customer service representative who can do it for you.
Smiths Interconnect or Detection EmployeesNew employees select their benefits when they are hired. Once you’ve chosen your benefits, you have the opportunity to change your options once a year during our annual open enrollment period.
You may also be able to make changes throughout the year if you experience a ‘qualified life event’ (such as getting married or having a child).
If you want to make a change following a qualified life event, log in to your online account or call 1-866-330-6555 within 30 days of the event.
As an employee of Smiths, you’re eligible for our benefits program if you’re employed on a regular full-time basis and are scheduled to work at least 20 hours per week beginning August 1, 2023.
Partners and dependents are also eligible for benefits as long as they meet certain requirements. This includes:
The following events are examples of a qualified life event:
Choosing your benefits is easier when you understand exactly what you’re talking about. Here are definitions of common enrollment terms associated with employee benefits.
This is coverage available to employees and their eligible dependents enrolled in the Smiths Group medical, dental, vision, FSA and EAP benefits. If you are off work on an extended leave of absence, or terminate employment this may be an option. For more information regarding COBRA please visit Continuation of Health Coverage (COBRA) | U.S. Department of Labor (dol.gov)
A percentage of a health care cost that a covered employee pays after meeting their deductible.
The fixed dollar amount that a covered employee pays for medical services.
A fixed dollar amount that a covered employee must pay before their plan will pay non-preventative health expenses. Plans usually require separate deductible limits per person and per family and are reset annually.
HSAs are accounts that employees can contribute to using pre-tax dollars to pay for medical expenses, whether or not the deductible has been met. No tax is owed on funds withdrawn from an HSA to pay for medical expenses. HSAs may be available to employees who enroll in a high-deductible health plan. Employers may also contribute funds to these accounts within the prescribed limit. HSAs are owned by the employee and the account remains with them after their employment ends.
An HDHP features higher annual deductibles than traditional health plans. HDHPs may have significantly lower premiums than a PPO, HMO or other traditional plan.
HRAs are accounts that employees can use to pay for health-related expenses. But unlike HSAs, HRAs can only be funded by an employer and those funds revert back to the employer when the employee leaves the organization. And unlike HSAs, HRAs are not subject to contribution limits and can be paired with either high-deductible plans or traditional health plans.
Doctors, clinics, hospitals and other providers with whom a health plan has an agreement to care for its members are designated as being ‘in-network.’ Health plans cover a far greater share of the cost for in-network health providers than for providers who are designated as ‘out-of-network.’
Doctors, clinics, hospitals and other providers with whom a health plan does not have an agreement to care for its members are designated as being ‘out-of-network.’ A health plan will cover treatment for doctors, clinics, hospitals and other providers who are out-of-network, but covered employees will pay more out-of-pocket out-of-network providers.
The maximum amount you pay each year for covered services. This does not include the money you contribute each pay period towards your healthcare costs.
A Preferred Provider Organization uses a network of doctors and hospitals that provide healthcare. You may choose providers in or out of the network, but you will pay a greater share of the expenses if you use out-of-network providers. No Primary Care Physician is required.
The amount an employee pays for a health plan in exchange for coverage. Health plans with higher deductibles typically have lower premiums.
