The Blue Cross and Blue Shield Federal Employee Program (FEP) offers several great coverage plans for federal employees, retirees, and their families.
FEP Blue Focus® is an ideal choice for individuals and families who mainly use their benefits for free preventive care and have minimal prescription needs.
What you’ll love about Focus:
Lowest premium to keep your costs down
$10 per visit for the first 10 primary and specialist visits for each person on your plan
Lowest copay for urgent care centers
Open Season starts November 10, 2025, and ends December 8. Explore how FEP Blue Focus® fits your needs.
Federal employees weighing their health plan options this Open Season may want to take a closer look at the Foreign Service Benefit Plan offered by the American Foreign Service Protective Association. Despite its name, AFSPA coverage extends far beyond the Foreign Service and far beyond U.S. borders.
CEO Kyle Longton shared that the plan is designed for a mobile, global workforce.
“About a third of our members are outside the United States at any given time,” Longton said during Federal News Network’s 2026 Open Season Exchange. “We’ve structured our plans specifically to meet their needs.”
Taking an ‘in-network’ approach to feds working far from home
That structure includes treating all overseas providers as in-network, offering more than 400 direct billing arrangements abroad and handling translations and currency conversions for claims. AFSPA also provides a 24-hour emergency translation line and a nurse advice line that help members focus on care rather than logistics.
AFSPA has leaned in on telemedicine. Their plan includes access to Teladoc Health for domestic members, and vHealth and Lyra Health for those overseas. Maven Clinic offers virtual care in more than 170 countries, covering everything from fertility and pediatrics to menopause. Physical therapy through Hinge Health is currently U.S.-only but will expand internationally in 2026.
Longton also highlighted AFSPA’s “alternative benefits,” which include coverage for 50 acupuncture, chiropractic and massage therapy visits per year, with no referral required.
“You want a massage, you feel like you need it, go get it,” he said. “We pay up to $75 per visit.”
Prescription, Medicare and nonhealthy-care coverage
For members navigating Medicare, AFSPA offers coordinated benefits, a Medicare Advantage plan with Part D coverage and a stand-alone prescription drug plan through Express Scripts. Longton noted that upcoming changes to prescription drug benefits may make the Part D option more attractive in 2026.
Prescription delivery for overseas members depends on location and medication type, but AFSPA’s dedicated expat team helps members find workable solutions.
“Cholesterol medication can be sent most places,” Longton said. “Temperature-controlled meds are trickier, but we’ll help figure it out.”
Beyond health insurance, AFSPA also offers life insurance, accidental death and dismemberment coverage, and a senior term life program for those aged 60 to 70. Dental plans are available year-round, including one tailored for international coverage.
A critical illness plan is already in place, and a disability plan is expected to launch in the new year.
Reach out with questions
AFSPA’s outreach efforts include webinars, podcasts and live Q&A sessions across social media. Longton and his team also offer one-on-one consulting to help federal employees understand their options even if they’re not AFSPA members.
As Open Season approaches, Longton’s message is simple: “Don’t be fooled by our name. We’re proud of our Foreign Service roots, but most federal employees are eligible for our plan and should consider it.”
Insurance costs are rising sharply once again for 2026 — and that is certainly an important factor for enrollees in the Federal Employees Health Benefits program to consider when making any changes during this fall’s Open Season.
But David Yoder, senior vice president of BlueCross BlueShield’s Federal Employee Program, said looking at health insurance premiums alone, and not seeing the bigger cost picture, could put FEHB participants at a disadvantage when deciding on a health plan.
Out-of-pocket costs can come from a number of health care needs — such as doctor’s office visits, co-pays for prescription drugs, emergency room visits or telemedicine appointments. And those are all health care options that many enrollees may use on a frequent basis.
“By the time you incur all those costs, plus the premium, you may have been able to go into a different product that may have had a slightly higher premium, but a little bit lower out-of-pocket cost,” Yoder explained.
At the same time, since BCBS is a nonprofit, Yoder noted that the carrier has a slightly different method for calculating costs — something may be especially important to consider in a year where participants are facing another major spike in health premiums.
But according to Yoder, 95 cents of every dollar from BCBS enrollees goes back toward paying for medical costs.
“We try to be very judicious about how we set those rates because we want to make sure we have affordable products,” Yoder said. “We want to make sure that our members are able to access the products we have.”
Looking beyond health care costs
Going beyond cost, Yoder encouraged participants to weigh other key factors when deciding on their health care options — most notably, by comparing provider networks, as well as looking at the drug benefits that are included in various plan options.
“You want to make sure that you understand, if you’re taking a product, that your product is covered,” Yoder said. “There may be alternatives that are covered that may be just as efficacious for you … And they may be covered at a lower cost share overall.”
Despite a year of major uncertainty for federal employees, Yoder said he hopes that health care can remain an area where federal insurance enrollees will feel steadier and will have one less thing to have to worry about.
“In the midst of all these changes, the one thing that they really need and depend on is their health care. That’s the one constant they may have,” Yoder said. “We continue to provide those services no matter what happens moving forward. We try to make sure members are reassured that we’re going to be here for them.”
BlueCross BlueShield offers various health plan options in the federal insurance space. The choices range from coverage for those with minimal health needs, to those seeking broader benefits or better provider flexibility.
“It is our mission to be able to bring the best benefits we possibly can to federal employees, and to make sure that they can get the coverage they need at an affordable price point,” Yoder said. “We offer multiple price point benefits. We’ve really got something for everybody.”
BCBS additionally offers tools and resources to its members, so they can better understand and track changes to their health care costs year to year, as well as consider the key differences between various plan options and what may be most pragmatic for each individual employee.
As federal employees and annuitants consider making changes to their health insurance options during this fall’s Open Season, it’s also a prudent time to consider the bigger picture too — by looking at options across the entire insurance landscape.
Although Open Season is an important opportunity for feds in any year, M. Shane Canfield, CEO of WAEPA, said the unpredictability of this year for many federal employees makes it all that much more critical for plan year 2026.
“With the uncertainty with federal jobs — the layoffs, the forks in the road — we highly encourage you now, as you’re looking at your whole budget and considering whether your health plan is appropriate for you, to loop in other insurance — and that would include life insurance,” Canfield said during Federal News Network’s 2026 Open Season Exchange.
Take stock across your financial landscape during Open Season
Since many federal insurance enrollees do use Open Season as an opportunity to take a broader look at their overall financial health options, it becomes a busy time of year for WAEPA, Canfield said. But unlike the sharply rising premium rates enrollees will face in 2026 for their health insurance costs, the price tag for life insurance is much smaller in comparison.
And beyond that, WAEPA also provides a return of 10% of insurance premiums back to the individuals who are enrolled in the program.
“We take that very seriously,” Canfield said. “The implications flow all through our business. We take a long-term view. We invest in the organization. We do earn revenue to run the program, but all of it inures back to the members.”
And looking beyond a federal career, Canfield emphasized that participants can take their insurance coverage with them, even if they ultimately exit the government’s rolls due to all the workforce changes from the last several months. Canfield said that’s relatively uncommon in the life insurance marketplace — and that it may be more important of a factor this year than ever before.
“If you leave federal service for any reason — retirement, RIFs, layoffs, or it’s just time for you to leave because you’ve had 30-plus years of service and you’re ready to do something new — you can take WAEPA with you,” Canfield said.
Added opportunities through WAEPA
Federal insurance participants also have the alternative option of enrolling in the federal government’s life insurance program, called the Federal Employees’ Group Life Insurance. But Canfield noted that there are some key differences between WAEPA and FEGLI to keep in mind this Open Season.
Through WAEPA, for instance, Canfield said that on top of the costs being generally lower, there are also some riders added onto the benefits. That includes an automatic benefit increase rider, as well as a chronic illness rider. The rider gives an early death benefit payout — of up to $125,000 per year — to people whose medical conditions would also trigger long-term care insurance benefits.
“This is what prudent financial management is all about with an insurance plan,” Canfield said. “We exist for one reason, and that is to provide life insurance for civilian federal employees.”
Additionally, federal enrollees can get access to a scholarship program through WAEPA, as well as a financial wellness program. The financial wellness program lets individuals establish a confidential relationship with a certified financial planner, at no additional cost.
“We encourage people, even if you don’t want to buy the life insurance, join WAEPA,” Canfield said. “You don’t have to buy the life insurance to join and take advantage of this. And now is a great time, with all the uncertainty in the markets and the work environment.”
Amid a lot of change and uncertainty for the federal workforce this year, taking advantage of this fall’s Open Season may be especially important for participants in the government’s health insurance programs.
Raj Vavilala, chief sales, marketing and product officer for G.E.H.A, the Government Employees Health Association, said he has been hearing frequently from federal employees this year about the need for reassurance — and strong continuity of care — within the Federal Employees Health Benefits (FEHB) program.
“When there’s a lot of change, we pride ourselves in being that trusted advisor, aspire to that status wherein we can actually share what all of this change means to a specific member or their family,” Vavilala said during Federal News Network’s 2026 Open Season Exchange. “Because health care, even though it’s a broad term, it’s very personalized to everybody’s specific needs.”
Individualized health care plans
Vavilala said health care shouldn’t be one-size-fits-all. He noted that G.E.H.A offers a range of both health and dental options for enrollees, depending on their individual situation. That may be critical in a year that has been particularly challenging for the federal workforce.
Generally, the plan choices from G.E.H.A range from those with low premiums, to those with maximum coverage. For Vavilala, the end goal is to find the right fit for each federal employee as they navigate changes to both their careers and their health over time.
“The most important thing for every federal employee right now … is to engage in their health care,” he said. “This is the year of all years to actually take a look at what’s happening underneath the surface of your health care.”
Adjusting health care across your federal career
As any federal employee continues through, and beyond, their career in government, it’s practically inevitable that health care needs will change over time — and that means coverage needs will change over time as well.
Younger federal employees with few health needs or any federal employee that’s looking to save money with a health savings account for health needs in the future, for instance, may find value in a high-deductible health plan, Vavilala explained.
Whereas standard or high plan options may be better suited at later points in a federal employee’s career or for those looking for deeper benefits. There are also Medicare Advantage options, which may appeal more to federal retirees.
But on top of the various options, Vavilala said enrollees can access added benefits from G.E.H.A, in addition to those outlined by the respective federal program. These include vision, fitness and hearing aid discounts — as well as telehealth options. Ultimately, he said the goal is to help enrollees navigate various situations and find the right benefits for them, including through managing any unpredictable changes that may come.
“We care for the health and well-being of our members more than anything else, and that sets a clear guide path on what matters to us, in terms of the decisions we make — whether it’s a product, whether it’s how we talk to members, how we educate them,” Vavilala said. “That’s really our secret sauce.”
Don’t be afraid to ask for Open Season help
And when seeking out different options during Open Season, participants aren’t alone in their search. Vavilala said G.E.H.A offers various ways for enrollees to get answers to their questions. That includes through digital comparison tools, as well as a customer service phone line.
There are also plan brochures available from each FEHB carrier and detailed information on the Office of Personnel Management’s website.
“You’ll have an opportunity to look at the brochure. You’ll have an opportunity to look at the material that all carriers provide to you,” Vavilala said. “But there is really no substitute for a conversation. Have a conversation with us — ask the questions and demand good answers. It’s our responsibility to help, to provide detailed information.”
G.E.H.A, the Government Employees Health Association, is a nonprofit member association that provides health and dental benefits that millions of federal employees and retirees, military retirees and their families have counted on since 1937.
“It’s an amazing honor to be part of this space serving federal employees and their families,” Vavilala said. “Every time we have a conversation with a federal employee, we realize this is not a job — this is a calling and a mission.”
As the federal workforce continues to evolve, the government’s employee benefits landscape is simultaneously adapting to the changing needs and expectations of this diverse workforce.
For health carriers, adapting to the evolving federal workforce means reevaluating and refining the benefits offered through government insurance programs to better align with their changing needs.
“A lot of long-time federal employees are retiring or leaving and being replaced by younger people, so what is important today is different than what was important 20 years ago,” Missy Plohr-Memming, MetLife’s senior vice president for U.S. Group Benefits, said during Federal News Network’s 2026 Open Season Exchange. “So when we think about the program benefits for 2026, we think about flexibility and expanding that program.”
Delivering benefits through FEDVIP and more
MetLife Federal Benefits offers a range of coverage options within the government’s marketplace, including comprehensive dental and vision coverage as part of the Federal Employee Dental and Vision Insurance Program (FEDVIP), as well as various supplemental health benefits separate from the program. In total, MetLife offers benefits to about 50,000 employers, spanning roughly 40 million employees and their dependents.
“We have the privilege of caring for those folks every day, and we take that privilege quite seriously,” Plohr-Memming said.
Part of MetLife’s current focus, she said, is to look at what is most important to federal employees in the current moment, especially as it pertains to a more holistic approach to health and wellness.
“Certainly, people need medical benefits. … But then there are all the other ancillary benefits. Think of that as dental and vision, of course, but it’s also things like legal insurance and pet insurance,” Plohr-Memming said. “And then you bring in those elements of financial health and mental health, and you can really craft a bespoke set of benefits for your unique circumstances, from the offerings available through the Office of Personnel Management and as a federal employee and a member of the federal family.”
Expanding benefits to meet changing needs
There are some specific ways that MetLife is changing its options to meet the evolving needs of federal employees. Some of those key changes are focused on expanding options for dental benefits.
“We worked to craft some plan design changes that make sense in the context of the modern workforce, including offering three cleanings for people who are pregnant or have diabetes,” Plohr-Memming said.
But the changes for MetLife go beyond updates to the benefits themselves, she said. For instance, dental and vision enrollees can also access identity and fraud protection from the health carrier — at no additional cost.
“We’re also thinking about things like the network: How do we make sure we have the most expansive network, both for dental and vision?” Plohr-Memming said. “We want to meet people where they are in their time of need, and in the place that they believe they can get the best care.”
Taking advantage of Open Season
An annual study conducted by MetLife, the Employee Benefit Trends Study, found that 35% of federal employees feel “holistically healthy.” That’s lower than the 39% of U.S. employees overall who say the same. And within the federal workforce, 27% of federal managers say they feel “holistically healthy,” compared with 40% of nonmanagers in government who say the same.
Part of the reason for that divide may stem from an incomplete understanding of the benefits and coverage that federal employees can access, according to MetLife’s analysis of the study’s findings.
Open Season is the best time for participants to conduct research and learn more about the options that are out there, Plohr-Memming said.
She recommended three specific steps federal employees should take before the enrollment window closes Dec. 10:
First, really take time to consider the different options at participants’ disposal.
Second, focus on family circumstances and what may be necessary there.
Third, look “holistically” at the options — and beyond just the premium cost.
“What’s really important is, what does that premium get you?” Plohr-Memming said. “When you estimate your out-of-pocket expenses plus the premium that comes out of your paycheck, you can get the true cost or the true value of the program.”
She recommended visiting carriers’ benefits websites and checking pricing — say, for example, the cost of a root canal or having a cavity filled and comparing pricing. People should look at their possible needs over the coming year, Plohr-Memming said.
“Our philosophy is always focused on you building a more confident future. That philosophy guides everything we do, from the capabilities we establish to the plan designs we work with employers on and actually how we execute and deliver service.”
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