Open Enrollment

Review this page to find out what you need to know and what you need to do during Open Enrollment. Then, enroll in your 2026 benefits between October 29^th, 2025 and November 12^th, 2025. You do not have to take action unless you want to make changes to your 2026 benefit and dependent coverage elections, and if you want to participate in a Health Savings Account (HSA) and Flexible Spending Account (FSA) in 2026. Remember that your HSA and FSA elections do not carry over from year to year; you must elect a new goal amount if you wish to contribute.

Take the time during Open Enrollment to review your current benefits, as well as the changes for 2026. If you do not take action during Open Enrollment, your current benefit elections will roll over to 2026, except for your Health Savings Account (HSA) and Flexible Spending Account (FSA) elections and participation. After Open Enrollment ends, you can’t change your benefit elections unless you experience a qualifying life event.

As part of Vontier’s commitment to driving innovation and empowering our team, we continuously review and enhance our benefits program to better support your overall wellbeing and success. In 2026, we’re introducing updates designed to align with our core values of integrity, collaboration, and sustainability, ensuring you and your family are supported now and into the future. Here are the changes we’ll introduce in 2026.

Your benefit options include:

Benefit	What’s changing in 2026
Medical Plans and Health Savings Account (HSA) PPO 1000 Plan HSA 2000 Plan HSA 3500 Plan	The medical plans include a range of deductibles, out-of-pocket maximum expenses, and premiums. The deductibles will increase under the HSA 1650 and HSA 3000 plans. The plans will be renamed the HSA 2000 and the HSA 3500 and both plans include a Health Savings Account (HSA) that you can use to pay for eligible health care expenses. You’ll even receive a company contribution to your account if you enroll in the HSA 2000 plan.
Supplemental Ancillary Benefits	You may choose any combination of the following: Accident Insurance, Specified Disease Insurance, and Hospital Indemnity Insurance.
Dental and Vision Plans	Choose from basic or premium dental and vision options.
Flexible Spending Accounts (FSAs)	You may enroll in Flexible Spending Accounts (FSAs), such as the Health Care FSA, Limited Purpose FSA, and/or a Dependent Care FSA.
Life and Disability Options	You may elect optional life insurance for yourself and your dependents.
Additional Benefits	Discover options such as auto and home insurance, a legal plan, identity theft protection, pet insurance, tuition reimbursement, and more! In 2026, Vontier is now offering expanded support options through the Teladoc Health Cardiometabolic Health Program! Learn more here. Additionally, the Employee Assistance Program (EAP), formerly referred to as the Emotional Wellbeing Solutions (EWS), will now be offered through SupportLinc. Learn more about how the EAP can support you and your family here.

Enroll in your benefits at bswift any time from October 29^th – November 12^th, 2025.

Enrolling is easy!

The bswift website will guide you through the benefits enrollment process every step of the way. For assistance with the enrollment site, including login credentials and password resets, contact bswift at 833-983-1215. For assistance with medical plan questions and benefit options, contact Health Advocate at 866-799-2731, by email at answers@healthadvocate.com or visit HealthAdvocate.com/Vontier.

Choosing the right benefit plans is important. Our decision support resources will help you understand your options and select the ones that provide the right coverage and value for you and your family.

 

2026 Open Enrollment Executive Letter

Contact Health Advocate

2026 Benefits Guide

Ask Emma

2026 Open Enrollment Executive Letter

 

Read highlights of what’s changing for 2026, along with key dates and action steps for enrollment.

Contact Health Advocate

 

Contact Health Advocate if you need assistance understanding a benefit, key terms or a second opinion.

2026 Benefits Guide

 

Find everything you need to know about choosing your benefits for the new year.

Ask Emma

 

Use this decision making tool on bswift to find out which plan might be best for your situation by estimating your total costs under each plan and seeing the value of contributing tax-free money to a Health Savings Account (HSA) or Health Care Flexible Spending Account (FSA).

During Open Enrollment, you can enroll in the following benefits for 2026.

Medical

Use this interactive side-by-side plan comparison to compare your 2026 medical plan options.

	PPO 1000	HSA 2000	HSA 3500
HSA features
HSA-eligible	No	Yes	Yes
Company contribution to HSA	None	$500 for employee-only coverage or $1,000 if you cover dependents	None
Annual deductible (individual/family)
In-network	$1,000/$2,000	$2,000/$4,000	$3,500/$7,000
Out-of-network	$2,000/$4,000	$3,500/$7,000	$6,500/$13,000
Coinsurance
In-network	You pay 20%, plan pays 80%	You pay 20%, plan pays 80%	You pay 30%, plan pays 70%
Out-of-network*	You pay 40%, plan pays 60%	You pay 40%, plan pays 60%	You pay 40%, plan pays 60%
Annual out-of-pocket maximum (individual/family)
In-network	$5,000/$10,000	$4,000/$8,000	$6,000/$10,000
Out-of-network	$12,000/$24,000	$8,000/$16,000	$12,000/$24,000
Health care visits: Your costs
Preventive care	In-Network providers covered at 100% Out-of-network providers: You pay 20%, plan pays 80% after deductible	In-Network providers covered at 100% Out-of-network providers: You pay 40%, plan pays 60% after deductible	In-Network providers covered at 100% Out-of-network providers: You pay 40%, plan pays 60% after deductible
Primary care (in-network)	$30 copayment	You pay 20%, plan pays 80% after deductible	You pay 30%, plan pays 70% after deductible
Primary care (out-of-network)	$30 copayment	You pay 40%, plan pays 60% after deductible*	You pay 40%, plan pays 60% after deductible*
Specialist (in-network)	$60 copayment	You pay 20%, plan pays 80% after deductible	You pay 30%, plan pays 70% after deductible
Specialist (out-of-network)	$60 copayment	You pay 40%, plan pays 60% after deductible	You pay 40%, plan pays 60% after deductible*
Behavioral health (in-network)	$30 copayment per visit	You pay 20%, plan pays 80% after deductible	You pay 30%, plan pays 70% after deductible
Behavioral health (out-of-network)	$30 copayment after deductible	You pay 40%, plan pays 60% after deductible*	You pay 40%, plan pays 60% after deductible*
Telehealth	$20 copay; deductible waived	$54 copay	$54 copay
Urgent care (in-network)	$75 copay/visit	You pay 20%, plan pays 80% after deductible	You pay 30%, plan pays 70% after deductible
Urgent care (out-of-network)	$75 copay/visit	You pay 40%, plan pays 60% after deductible*	You pay 40%, plan pays 60% after deductible*
Emergency room (in-network)	$150 copay/visit	You pay 20%, plan pays 80% after deductible	You pay 30%, plan pays 70% after deductible
Emergency room (out-of-network)	$150 copay/visit	You pay 40%, plan pays 60% after deductible*	You pay 40%, plan pays 60% after deductible*
Alternative Care (Chiropractic/ Acupuncture) (in-network)	$30 copay/visit (30 visits per year)	You pay 20%, plan pays 80% after deductible (30 visits per year)	You pay 30%, plan pays 70% after deductible (30 visits per year)
Alternative Care (Chiropractic/ Acupuncture) (out-of-network)	You pay 20%, plan pays 80% after deductible	You pay 40%, plan pays 60% after deductible (30 visits per year)*	You pay 40%, plan pays 60% after deductible (30 visits per year)*
Prescriptions – 30-day supply at retail pharmacy: Your costs
Generic (No out-of-network coverage)	In-network: $10 copay	In-network: You pay 20%, plan pays 80% after deductible	In-network: You pay 30%, plan pays 70% after deductible
Preferred Brand Drugs (No out-of-network coverage)	In-network: 20% coinsurance, $50 minimum, $100 maximum	In-network: You pay 20%, plan pays 80% after deductible	In-network: You pay 30%, plan pays 70% after deductible
Non-preferred Brand Drugs (No out-of-network coverage)	In-network: 35% coinsurance, $80 minimum, $200 maximum	In-network: You pay 20%, plan pays 80% after deductible	In-network: You pay 30%, plan pays 70% after deductible
Prescriptions – 90-day supply (mail order): Your costs
Generic (No out-of-network coverage)	In-network: $20 copay	In-network: You pay 20%, plan pays 80% after deductible	In-network: You pay 30%, plan pays 70% after deductible
Preferred Brand Drugs (No out-of-network coverage)	In-network: 20% coinsurance, $125 minimum, $250 maximum	In-network: You pay 20%, plan pays 80% after deductible	In-network: You pay 30%, plan pays 70% after deductible
Non-preferred Brand Drugs (No out-of-network coverage)	In-network: 35% coinsurance, $200 minimum, $500 maximum	In-network: You pay 20%, plan pays 80% after deductible	In-network: You pay 30%, plan pays 70% after deductible

^*Out-of-network benefits are based on 140% of the published rates allowed by the Centers for Medicare and Medicaid Services (CMS) for the same or similar service within the geographic market.

Supplemental Ancillary Benefits

You may choose to enroll in supplemental ancillary plans, which provide a cash benefit in the event of covered accidents, diseases, or hospitalizations. You may use the benefit payments to cover health care expenses not paid by your medical plan, or other household expenses. The following plans are available:

• Accident Insurance
• Specified Disease Insurance
• Hospital Indemnity Insurance

Dental

There are slight increases to the dental plan premiums for 2026, but there are no changes to the covered care, services or program offerings. The following plans are available:

• Basic
• Premium

Vision

There are no changes for 2026. You may choose to enroll in one of the following plans:

• Basic
• Premium

Savings & Spending Accounts

The following accounts are available for 2026:

• Health Savings Account (HSA) – Increased contribution limits 2026:
  • $4,400 for employee-only coverage
  • $8,750 if you cover dependents
• Dependent Care FSA – Increased contribution limits for 2026:
  • $3,750 for employee-only coverage
  • $7,500 if you cover dependents
• Health Care FSA – Increased contribution limit and carryover limit for 2026:
  • $3,400 contribution limit
  • $680 carryover limit from 2026 to 2027

Life Insurance

Spouse/partner coverage will be available in 2026. In addition to the basic life and accidental death and dismemberment (AD&D) insurance you receive, which is company paid with no enrollment required, you may enroll in:

• Optional employee life and AD&D insurance
• Optional spouse life and AD&D insurance
• Optional dependent life and AD&D insurance

Disability Insurance

There are no changes for 2026. You automatically receive short-term disability and long-term disability insurance at no cost to you, with no enrollment required. In addition, you may choose to enroll in buy-up long-term disability insurance coverage.

Voluntary Benefits

Consider if you want any voluntary benefits for additional coverage next year:

• Farmers Auto & Home Protection – Gives you access to personal insurance policies, including home, renter’s, landlord’s rental dwelling, condo, car, recreational vehicle, and boat.
• Allstate Identity & Theft Protection – Protects against data theft and digital fraud.
• MetLife Legal Plan – Covers a wide array of legal services.
• Vontier Discount Marketplace via BenefitHub – Offers exclusive discounts from hundreds of merchants.

All active, non-union, regular, full-time or part-time employees who are scheduled to work 20 or more hours per week are eligible to participate in Vontier’s benefits program. You may also cover your eligible dependents under Vontier’s medical, prescription, dental, vision, and life benefits.

Your eligible dependents include:

• Spouse/partner (same or opposite gender)
• Domestic Partner (same or opposite gender)
• Your child(ren) and the child(ren) of your covered spouse/partner (up to age 26)
• Children with disabilities who became disabled on or before age 26

Please note: If you enroll your spouse/partner in medical coverage and they have medical coverage available through an employer, a $100* per month surcharge will be added to your medical plan premiums.

^*Please check with your local People & Culture department for confirmation of benefits.