Medical/Rx
Medical rates and plan designs for 2026 have been updated to reflect current market trends and actual claims. Sprinklr continually reviews benefits to remain competitive while balancing costs and coverage to ensure the long-term sustainability of these offerings.
For the upcoming year, you’ll continue to have three Cigna medical plan options to choose from, all of which offer a comprehensive nationwide provider network and quality care.
When comparing your options for 2026 coverage, think about the balance between what you pay each paycheck in premiums and what you pay when you receive care.
- For an overview of the Cigna medical plans, review the medical plan comparison chart and see “Cigna plan changes” below.
- Be sure to review the 2026 rates before making your medical plan selection. These will also be visible in Workday when making your elections.
- Use Cigna Easy Choice (Access code: COMW6UYA) to see which medical plan may be a good fit for you and your family—based on your location, dependents, budget, and health care needs.
The Kaiser HMO plan for California employees will no longer be offered for 2026. If you are a current Kaiser HMO participant and want medical coverage for 2026, you can select from the three Cigna medical plan options.
Cigna plan changes
PPO Premium Plan and EPO Plan
Beginning in 2026, coinsurance for the Cigna PPO Premium Plan and the Cigna EPO Base Plan will increase:
- PPO Premium Plan: Changing from 0% in-network/20% out-of-network to 20% in-network/40% out-of-network.
- EPO Base Plan: Changing from 10% in-network to 20% in-network.
What stays the same
Your copays for primary care, specialist, and urgent care visits remain unchanged. That means you’ll continue to pay a simple, predictable amount when you see a doctor.
Why this matters
These changes are designed to encourage plan participants to use the most appropriate—and cost-effective—setting for their care. For example, a doctor’s office or urgent care visit (copay) is generally more affordable than hospital-based care (coinsurance). Reserving emergency rooms for true emergencies helps keep costs manageable for everyone while ensuring you still have coverage when higher-level care is needed. View the medical chart for a full overview.
HDHP with HSA plan
Deductible will work differently. Today, under the HDHP Plus with HSA, your in-network and out-of-network expenses are combined (“cross-accumulated”) toward your deductible.
Beginning in 2026, this will change:
- In-network expenses will count only toward the in-network deductible.
- Out-of-network expenses will count only toward the out-of-network deductible.
Generic prescription drug cost change
Starting in 2026, the copay for generic prescriptions will be $10 under all Cigna plans.
- Cigna PPO Premium and EPO plans: You’ll pay $10 at the pharmacy.
- Cigna HDHP with HSA plan: You’ll pay the full cost until you meet the deductible, then a $10 copay applies. However, preventive drugs on the ACA preventive drug list will still be covered at $0, with no deductible.
NEW! $0 Telehealth copays
In 2026, Cigna telehealth visits (including primary care and behavioral health through myCigna) will have a $0 copay for all plans. Currently, these visits are subject to the primary care copay or coinsurance (based on plan enrollment).
NEW! Cigna Healthcare℠ Wellness Experience
Sprinklr’s current global well-being program, Personify Health, will end Dec. 31, 2025.
Beginning Jan. 1, if you enroll in a Cigna medical plan, you’ll have access to the new Cigna Healthcare Wellness Experience—offered at no additional cost.
This program helps you make small, everyday changes that support your overall health and well-being. You’ll be able to:
- Personalize your goals and get daily tips tailored to your interests.
- Track healthy habits and take part in digital coaching and well-being challenges.
- Complete a health assessment to get your wellness snapshot and practical next steps.
- Connect your Apple Watch, Fitbit, or other devices to get credit for activity.
- Employees and spouses registered for myCigna are able to participate.
- Earn up to $100 in incentives each year! Redeemable directly on myCigna.
- Share the program with up to 10 friends and family members at no cost.
Starting Jan. 1, employees registered for a myCigna account will receive a three-part welcome email series from Cigna with details on the program and how to get started. We will also post a reminder on this website when the program goes live.
Note: If you are currently a registered participant in Personify Health and would like to enroll in the Cigna Healthcare Wellness Experience in 2026, you will need to register with a different email address than what is currently on file with Personify Health. In preparation for the transition, you can change your email address on file with Personify Health by following these steps.
More valuable Cigna programs
In addition to your medical coverage, remember to take advantage of these helpful programs and resources directly through myCigna:
- NEW! myCigna AI Assistant – Use this secure conversational tool to answer your questions about coverage, claims, and finding care. (Some features are already available, with full functionality expected by 2026.)
- NEW! Prior authorization tracker in myCigna – Track the status of your prior authorization requests easily through your myCigna account.
- Visana virtual women’s health clinic – Convenient virtual care for preventive, gynecological, reproductive, hormonal, and menopause needs.
- Omada for Cigna – A digital program that provides coaching, tools, and support to help with weight management, diabetes prevention, and heart health.
Dental and vision
You must re-elect your dental and vision plans to have coverage in 2026. Plan options, features, and rates will stay the same.
Health Savings Account (HSA)
You must re-elect your HSA contributions each year to participate. Your current elections will not roll over. You must enroll in Workday to receive the annual employer matching contribution:
- $750 individual
- $1,500 all other tiers
Read more about how this triple tax-advantaged account, together with the Sprinklr HDHP Plus w/HSA medical Plan, could be the right fit for you.
New HSA bank for the HDHP Plus with HSA Plan
Beginning Jan. 1, 2026, the Cigna HDHP Plus with HSA plan will use HSA Bank for health savings accounts (HSAs).
This change means:
- You’ll have the option to keep your existing funds in your current Choice Fund HSA or transfer them to HSA Bank.
- All new contributions from Sprinklr and from you will be directed to your new HSA Bank account.
What this means for you
HSA Bank will serve as both the administrator and the bank for your account—helping ensure greater stability and fewer changes down the road. You’ll receive details later this year on how to transfer your current account, should you choose to, along with any actions you’ll need to take.
Maximum HSA contributions
IRS maximum contribution limits are increasing:
- Individual: $4,400 (currently $4,300)
- Family: 8,750 (currently $8,550)
People aged 55 and older can contribute an additional $1,000 as a catch-up contribution.
The amount you can contribute is offset by the Sprinklr contribution, which is funded quarterly.
HSAs
Flexible Spending Accounts (FSAs)
You must re-elect your FSA contributions each year to participate. Your current elections will not roll over.
For 2026, IRS contribution limits are:
- General Purpose Health care FSA and Combination Health care FSA: $3,400* (up from $3,300, subject to IRS confirmation.)
- Dependent Day Care FSA: $7,500 for single individuals or married couples filing jointly (up from $5,000), or $3,750 for married couples filing separately (up from $2,500)
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Commuter account: $325 per month (no change)
NEW! Commuter Benefits Vendor
Commuter benefits will be transitioning to WEX (currently provided by WageWorks/HealthEquity). WEX already manages our Flexible Spending Accounts (FSAs), so moving commuter benefits under the same vendor helps provide a more consistent member experience for participants enrolled in both programs.
IMPORTANT: Your current commuter benefit elections will not roll over to the new provider for January 2026. If you want to continue participating, you’ll need to make new commuter elections in Workday for January 2026.
More details—including how to make January commuter elections, what to expect with 2025 runout periods under WageWorks/HealthEquity, and how any remaining 2025 funds will roll over—will be shared closer to the transition date.
401(k) plan
Sprinklr is making updates to the 401(k) plan in line with new provisions under the SECURE 2.0 Act. These changes are designed to expand savings opportunities and ensure the plan follows the latest retirement legislation.
NEW! Mandatory Roth catch-up contributions: Beginning Jan. 1, 2026, employees age 50+ with prior-year FICA wages over $145,000 (indexed for inflation) must make catch-up contributions on a Roth (after-tax) basis. Read more about what this change means for you.
Reminder: Enhanced “super” catch-up contributions: Effective January 1, 2025, employees who are age 60–63 during the calendar year may contribute up to 150% of the standard catch-up amount or $10,000—whichever is greater.
Dependent verification audit
To help ensure that benefit coverage is accurate and up to date, Sprinklr will conduct a dependent verification audit in 2026. This process confirms that only eligible dependents are covered, which is beneficial for both you and the company—it helps manage costs and ensures that our benefit plans remain sustainable.
During Open Enrollment, take time to review your dependents and confirm they meet eligibility requirements. Updating your information now will help ensure your coverage is correct and prevent issues during next year’s audit.
