Medical Plans and Prescription Drugs
In 2026 Leidos offers eligible employees three (3) comprehensive Consumer Directed Health Plans (CDHP) featuring a Health Savings Account (HSA)
- SmarterCare Basic CDHP Plan
- SmarterCare Essential CDHP Plan
- SmarterCare Elite CDHP Plan
The CDHP plans feature a Health Savings Account (HSA) to help you save and budget for eligible healthcare expenses, with tax-free advantages. The company may contribute to the Health Savings Account (HSA) if you enroll in a SmarterCare CDHP plan. The company contribution will be based on the employee’s annual salary* and the medical plan and coverage level elected.
*Note: The Company’s HSA contribution will be based on the employee’s base salary as of Open Enrollment or as of their benefit eligibility/new hire date, whichever occurs later. The Company’s contribution will not change during the plan year in the event that the salary and/or coverage level (e.g., Employee Only to Employee + Spouse, etc.) later change.
Leidos also offers the SmarterCare Preferred Provider Organization (PPO) Plan which provides access to a national network of providers as well as out-of-network providers. In addition, employees living in certain areas may be eligible to elect medical coverage through the Health Maintenance Organizations (HMOs), Triple S, or the Cigna Global Medical Plan.
How the Plans Work
With a number of medical plans available, Leidos employees can choose the medical plan that works best for their personal situation. Employees can choose between plans that offer significant choice in doctors, hospitals, and other providers and those that are more managed because they only cover network services.
Pre-existing condition clauses do not apply to any of our medical plans.
For more information about the medical plan options that Leidos offers, participants should read the information in this summary.
Employee Contributions
Leidos and participants share the cost of coverage. Each pay period, a participant who enrolls in a Leidos medical plan contributes a set dollar amount to help pay for the cost of the plan. The contribution amount will vary based on the coverage level the participant has elected: employee only, employee plus spouse, employee plus one or more children or family coverage. These contributions are taken automatically from the participant's paycheck on a pre-tax basis. Premiums for domestic partners are paid by the participant on an after-tax basis.
Eligibility
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A Leidos employee is eligible to enroll in Leidos benefit programs under the following conditions:
- Must be an active, regular full-time employee working at least 30 hours per week or a part-time employee, regularly scheduled to work at least 12 hours per week but less than 30 hours per week; and
- Must live in the geographic area served by a particular plan.
Temporary employees, leased workers, and people classified by Leidos as independent contractors are not eligible to participate in Leidos benefit programs.
Consulting employees (CEs) are eligible to enroll in a Leidos-sponsored medical plan only and pay 100% of the plan premium.
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Participants may also enroll their eligible dependents in the Leidos medical plans. Eligible dependents include:
- The participant's legal spouse or domestic partner (if proof of registration with a state or local domestic partner registry is provided or if a Declaration of Domestic Partnership form is submitted).
- Each child of the participant or domestic partner* younger than age 26**, including:
- A natural child or stepchild***;
- An adopted child (coverage begins as of the earlier of the date the child was placed in the participant's home or the date of final adoption); and
- Any other child who depends on the participant for support and lives with the participant in a parent-child relationship, if the participant provides proof of legal guardianship.
- Unmarried children, age 26 and older who are incapable of self-sustaining employment because they are mentally or physically disabled, as long as:
- The mental or physical disability existed before age 26;
- The child is primarily dependent on the participant for support; and
- The participant provides periodic evidence of incapacity.
Participants must update their enrollment in Workday within 31 days of any change in dependent eligibility.
If a Participant's Spouse, Domestic Partner or Dependent Is a Leidos Employee
No one can receive "double coverage" under Leidos' benefit programs. Therefore, participants may not cover a spouse, domestic partner or dependent child if that spouse, domestic partner or child is also a Leidos employee and has elected his or her own coverage.
If a participant and his or her spouse or domestic partner are both Leidos employees, each can choose individual coverage or one can cover the other as a dependent — but not both.
If the participant has children, either the participant or spouse can cover the dependent children.
Domestic Partners
The participant may enroll his or her domestic partner and the domestic partner's eligible dependent children in the medical plans in which the participant is enrolled.
For purposes of Leidos coverage, a domestic partnership is a committed same-sex or opposite-sex relationship, in which domestic partners:
- Live together at the same address and have lived together continuously for at least one year;
- Are not legally married to one another or anyone else;
- Do not have another domestic partner and have not signed a domestic partner declaration with another within the past year;
- Are mentally competent to consent to a contract or affidavit;
- Are not related by blood in such a way as would prohibit legal marriage; and
- Are jointly responsible for each other's common welfare and are financially interdependent.
Proof of registration with a state or local domestic partner registry and proof of financial partnership must be provided. Alternatively, a Declaration of Domestic Partnership form can be completed, notarized and submitted along with required proof of financial partnership in order to enroll a domestic partner. Contact Employee Services for additional information on enrolling a domestic partner.
Domestic partner coverage is different from spouse coverage. For instance:
- Participant contributions for domestic partner coverage and their eligible children must be paid on an after-tax basis;
- The value of benefits provided to a domestic partner and/or his or her eligible children is considered taxable income. As a result, the Leidos employee must pay any state, federal, FICA and other applicable tax withholding in the form of imputed income. This amount is based on the value of the coverage Leidos provides to the partner.
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As a government contractor the company is required by the Defense Contract Audit Agency (DCAA) to demonstrate that our claims for benefit costs are legitimate and ensure that we provide health and welfare benefit coverage only to eligible dependents of our employees. This ongoing verification also assures that the company does not bill the customer for medical costs associated with ineligible dependents.
To support this ongoing effort, the company maintains a Dependent Eligibility Verification (DEV) program which is administered by a third-party administrator, Alight. Throughout the year, Alight verifies that any dependent added to our plans is, in fact, eligible for coverage. This includes dependents who are enrolled as a result of new employees joining the company, a qualifying life event (i.e., marriage, birth), as well as new dependents added to our plans during the annual Open Enrollment (OE) period in the fall.
In addition to the ongoing verification process, the company is also required to perform random dependent verifications - even if an employee's dependents were previously verified. This is necessary in order to ensure that a dependent's eligibility remains unchanged.
If an employee receives a request from Alight to verify current dependents, even if the dependent has been verified before, it is critical that the request is not ignored. Failure to provide the requested documentation within the specified timeframe, will result in the dependent(s) being deemed ineligible and removed from our plans.
Covering ineligible dependents is a violation of the company's Code of Conduct and could expose the company to sanctions from the government. The company's eligibility verification process helps ensure that we are compliant with our requirements as a government contractor.
Questions about the DEV process may be directed to Alight at 866-851-0731, or Employee Services at 855-553-4367, option 3 or via email at [email protected].
Coordination of Benefits
If a participant or a participant's dependents are covered under more than one medical plan, all of the medical plans that provide coverage can work together to coordinate benefits. The participant is responsible for filing or submitting any necessary paperwork to the appropriate plans.
Under Leidos' coordination of benefits provisions, the plans will pay benefits up to the level which would have been paid if the Leidos plan had been the primary plan. This coordination of benefits provision applies to all of Leidos' medical plans.
When one of the Leidos medical plans is the primary plan, benefits are paid first without regard to any other plans. The participant is responsible for coordinating any benefits by submitting the Explanation of Benefits and itemized bill to the secondary plan.
Determining Which Plan Pays First
Leidos uses the following insurance industry guidelines for determining the primary and secondary payers for employees and dependents.
Employees
The plan that covers the participant as an employee is the primary payer. The plan that covers the participant as a dependent is the secondary payer.
Dependents
For an employee's spouse or domestic partner, a plan that covers him or her as an employee is the primary payer for his or her claims. If an employee has elected coverage for his or her spouse or domestic partner as a dependent and he or she has coverage through another employer, the Leidos medical plan is the secondary payer.
For an employee's dependent children, the plan of the parent whose birthday occurs first in the calendar year is usually the primary payer. But if one plan does not have a birthday rule provision, the provisions of that plan determine the order of benefits. Exception: For a dependent child of parents who are divorced or separated, the following rules will be used:
- If the parent with custody of that child for whom a claim has been made has not remarried, then the plan of the parent with custody that covers that child as a dependent pays first.
- If the parent with custody of that child for whom a claim has been made has remarried, then the order in which benefits are paid will be as follows:
- The plan which covers that child as a dependent of the parent with custody.
- The plan which covers that child as a dependent of the stepparent (married to the parent with custody).
- The plan which covers that child as a dependent of the parent without custody.
- The plan which covers that child as a dependent of the stepparent (married to the parent without custody).
- Regardless of 1 and 2 above, if there is a court decree which establishes a parent's financial responsibility for that child’s health care coverage, a plan which covers that child as a dependent of that parent pays first.
When none of these rules establishes order, benefits are paid first by the plan that has covered the person for the longer period of time unless two of the plans have the same effective date. In this case, Allowable Expense is split equally between the two plans.. An exception is a plan that covers a laid-off or retired employee. That plan is secondary to a plan that covers a person as an active employee.