What’s new and changing
You have new options for dental, short-term disability, and supplemental insurance, and there’s a change in how Adobe funds the HSA for eligible Aetna HealthSave participants.
Medical
Dental
Pretax accounts
New voluntary supplemental insurance plans
New short-term disability plan
Medical
Aetna
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Three plans to choose from
Learn more about your medical plan choices.
Higher contributions, deductibles, and out-of-pocket limits
To keep pace with increasing health care costs, employee contributions for all Aetna plans will increase. See your health care rates.
In addition, due to IRS mandates, there are higher deductibles and out-of-pocket maximums for the Aetna HealthSave and HealthSave Basic plans.
(In-network)
$3,400 family
$7,800 family
(In-network)
$4,000 family
$9,050 family
(Out-of-network)
$6,800 family
$13,600 family
(Out-of-network)
$8,000 family
$17,100 family
The deductibles and out-of-pocket maximums for the Aetna HealthSelect EPO plan are not changing.
Check the 2026 medical plan chart [PDF] for copays, deductibles, coinsurance, and other plan costs.
New prescription drug formulary
All Aetna plans will move to a new formulary (preferred drug list) for prescription drugs in 2026. If your current medications are affected by this change, you’ll receive a letter from Aetna in early November informing you of the change and the covered alternatives. Contact Aetna with any questions.
Teladoc virtual PCP visits at no cost to you
Beginning January 1, the HealthSave and HealthSave Basic plans will provide access to Teladoc primary care provider (PCP) visits at no cost to you. The HealthSelect EPO plan already offers free Teladoc PCP visits.
Kaiser Permanente
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Employee contributions will increase for 2026. See your health care rates.
In addition, there are small changes to copays for acupuncture and chiropractic to align costs across all Kaiser regions. Check the 2026 medical plan chart [PDF] for copays.
HMSA (Hawai’I only)
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Contributions for the HMSA plan are increasing in 2026. See your health care rates.
Dental
For the first time, you can choose between two dental plan options, giving you more flexibility to select the coverage that best fits your needs and budget.
Delta Dental Plus: The current dental plan is now called Delta Dental Plus and includes the same coverage, coinsurance, and provider network that it does today.
Delta Dental Basic: This is a new option that offers a lower per-pay-period contribution for the same benefits as the Delta Dental Plus plan—but with a lower annual benefit maximum and no orthodontia coverage.
If you don’t choose the new Delta Dental Basic plan during Open Enrollment, you will remain covered in the Delta Dental Plus plan for 2026.
Higher dental contributions
Employee contributions for the Delta Dental Plus plan will increase for 2026. See your health care rates.
Delta Dental Plus plan highlights
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(no deductible)
$150 family
Visit dental and vision plans for details.
New: Delta Dental Basic plan highlights
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(no deductible)
$150 family
Visit dental and vision plans for details.
Delta Dental network remains strong
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An independent review confirmed that both Delta Dental plan options offer the strongest national network for our employees. If you choose to see an out-of-network dentist, you can use pretax Health Care FSA or HSA dollars to help cover those expenses.
Pretax accounts
Updated: Health Savings Account (HSA)
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In 2026, the maximum amount you can contribute to your HealthEquity HSA is increasing to $4,400 for individuals and $8,750 for families, per IRS guidelines. The catch-up contribution limit if you’re 55 or older remains $1,000.
Change in how Adobe funds your HSA
If you’re an eligible Aetna HealthSave participant, Adobe contributions to your HSA are changing from an annual lump-sum contribution in January to per-pay-period contributions from January through October.
Adobe will fund your HSA each pay period from January (or from when you join the plan, if later) through October. To be eligible for the contributions, you must activate your HSA (if you’re enrolling in it for the first time) and remain in the Aetna HealthSave plan.
You’ll receive $38.63 each pay period, up to $850 per year, for individual coverage, or $77.27 each pay period, up to $1,700 per year, if you have family coverage.
No Adobe contributions will be made in November or December, including for employees newly enrolling or adding dependents.
There’s no Adobe contribution if you’re in the Aetna HealthSave Basic plan.
Current per-pay-period elections roll over
If you contributed to the HSA in 2025, your per-pay-period election will roll over to 2026. Note that, because there will be an extra pay period in 2026 and the IRS maximum contribution amount is increasing, you may want to review and update your contribution election for 2026.
Lump-sum elections based on specific payroll dates will not roll over; you’ll need to enter those in the Adobe benefits enrollment site.
Unlike Adobe’s contributions, which are made January through October, your contributions will continue every pay period from January through December unless you change them.
Use it or grow it
You can use your HSA at any time for qualified medical expenses, or you can use it as a way to save for your future. There’s no use-it-or-lose-it rule, so your account balance continues to grow tax-free from year to year. And you can invest your funds once you reach a balance of $1,000.
Your HSA is yours to keep
If you waive coverage or elect a medical plan that is not eligible for HSA contributions for 2026—such as the Aetna HealthSelect EPO or Kaiser HMO—you will still be able to use the funds for your medical, dental, and vision expenses, but you will no longer be able to make contributions to your HSA. You will, however, be able to enroll in the Health Care FSA plan.
New limit: Health Care Flexible Spending Account (FSA)
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In 2026, the maximum amount you can contribute to your Health Care FSA is $3,400.
FSA claim deadline
You have until March 31, 2026, to submit 2025 expenses to HealthEquity for reimbursement.
Current election rolls over
If you participate in the Health Care FSA in 2025, your election will roll over for 2026. However, it’s important to review your contributions to make sure they are in line with your current needs.
Use it or lose it
Remember to use the money in your FSA by the end of the calendar year, because you’ll forfeit what you don’t use.
Learn more about the Health Care FSA.
New limit: Dependent Care Flexible Spending Account (FSA)
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You can contribute up to $7,500 (or $3,750 if married and filing separately) so you can set aside more pretax money for eligible care expenses, like child day care, after-school programs, summer camps, and dependent adult care.
Current election rolls over
If you participate in the Dependent Care FSA in 2025, your election will roll over for 2026. However, it’s important to review your contributions to make sure they are in line with your needs—especially since you can now contribute significantly more to your Dependent Care FSA for 2026.
FSA claim deadline
You have until March 31, 2026, to submit 2025 expenses to HealthEquity for reimbursement.
Confirm eligibility
Be sure to check that your dependents meet eligibility requirements. Dependent Care FSA funds may be used for both child and adult care for your eligible tax dependents. Your child must be under age 13 at the time of care for the expense to be reimbursable.
Adobe gift contribution
Adobe will contribute $1,200 to your Dependent Care FSA. If you wish to receive the Adobe contribution and not add any funds of your own, you must enroll in the Dependent Care FSA and enter $0 for your contribution amount. If you would like to contribute your own funds to your account, don’t forget about Adobe’s contribution. For example, to reach a total contribution of $7,500, enter $6,300 for your contribution amount, and Adobe will add the remaining $1,200.
Use it or lose it
Remember to use the money in your FSA by the end of the calendar year, because you’ll forfeit what you don’t use.
Learn more about the Dependent Care FSA.
New voluntary supplemental insurance plans
Following your feedback, Adobe is introducing three supplemental, employee-paid insurance plans through MetLife.
These plans are designed to help provide a financial safety net for you and your family during an unexpected health event. Each plan pays cash directly to you, and you can use it for anything you’d like, including medical bills, child care, transportation, house payments, or anything else you might need.
Critical illness insurance provides a lump-sum payment in the event of heart attack, cancer, stroke, organ transplant, renal failure, or other major health event.
Accident insurance provides cash if you’re injured, receive medical treatment, or are hospitalized as the result of an accident.
Hospital insurance provides cash if you’re admitted to the hospital, including for childbirth, rehab, substance abuse, or mental health inpatient stays.
You can enroll in one, two, or all three plans during Open Enrollment, and coverage is guaranteed, with no medical questions asked. Coverage is portable so you can take it with you if you leave Adobe. You must already be enrolled in coverage to be eligible for benefits when a covered health event occurs.
MetLife also offers participants wellness incentives that allow you to get paid for completing preventive screenings.
Learn more about voluntary supplemental insurance.
New short-term disability plan
If you work outside of California, you now have two options for short-term disability (STD) coverage.
- The STD Plus plan is the current STD plan, which pays 100% of your salary for weeks 2–10 of a medical or maternity leave. Beginning in 2026, the STD Plus plan will require an employee contribution each pay period.
- The STD Basic plan is a new option, which pays 80% of your salary for weeks 2–10 of a medical or maternity leave. There is no cost to you for this coverage.
Both plans cover 66.67% of your salary from week 11 to day 120, with a weekly benefit cap of $3,500.
You can choose between the two plans during Open Enrollment and view your coverage rate on the benefits enrollment site.
If you don’t make an election, you will remain covered in the STD Plus plan for 2026 and will have contributions deducted from your pay.
If you work in California, your short-term disability coverage (the California VDI plan) will remain unchanged.
Learn more about short-term disability benefits.
Selecting a medical plan
Compare all of your medical plan options.