If your spouse is enrolled in Medicare and you are enrolled in an HSA medical plan through GXO, you are still able to contribute and receive funds into your HSA for yourself and any dependents who are not enrolled in Medicare.

GXO is required to perform tests on the Health Care FSA and Dependent Day Care FSA to ensure the accounts do not favor participants who are considered highly compensated under federal tax law. If the tests are not satisfied, pre-tax contributions of higher paid employees may be reduced. If a reduction in pre-tax contributions is necessary, the plan administrator will notify the affected employees.

All four plans use the same network of providers, cover the same services, cover preventive care at 100% and protect you against major expenses. Both PPO plans are copay-based plans with coinsurance. Both HSA plans are coinsurance-based and paired with a Health Savings Account (HSA). GXO contributes to the HSA 5000 and HSA 2000 plans ($500/$1,000) based on coverage level (Individual/Employee + One or More, respectively). You can also contribute to an HSA to help cover out-of-pocket expenses with pre-tax dollars.

The Health Care FSA is a tax-free spending account to pay for eligible medical, dental and vision expenses. The Dependent Day Care FSA is a tax-free spending account designed to pay for eligible day care expenses for a dependent under 13 years of age and can be used for elder care. Please visit the PayFlex website for a list of eligible expenses under both plans.

Please see the list of providers by clicking here.

Visit myGXO Portal for all things HR including questions on your paycheck, timekeeping, plan enrollment and eligibility, 401(k) and more. Contact the benefit providers for questions regarding coverage under the plan(s) or questions on claims.

If you have not accessed myGXO Portal, you are considered a new user. If you are visiting myGXO Portal for the first time or are having trouble, you may need to register or reach out to the IT Help Desk at 877.624.3577. When registering, you will need to answer a series of questions to validate your account.

Make sure to retain your myGXO Portal user ID and password for the next time you call the GXO Benefit Center or access the site when outside of the GXO network.

Imputed income is the value of certain employee benefits added to your taxable income and reported on your W-2 Form. You may have imputed income if the value of your GXO-provided life insurance exceeds $50,000. The value of these benefits is added to your taxable income and reflected on your paycheck and W-2 Form as earnings.

You can request a loan from your 401(k) if you are an active employee who does not have two outstanding loans. You can borrow a minimum of $1,000 and a maximum of 50% of your 401(k) balance, up to a maximum of $50,000 minus your highest outstanding loan balance in the plan in the last 12 months. Please contact Fidelity for more information.

You can request a hardship withdrawal from your 401(k) Plan if you have an immediate and heavy financial need. Please contact Fidelity to see if your circumstances qualify.

You can avoid the tobacco surcharge by participating in an approved free tobacco cessation program available through your medical plan. Learn more here.

This site is where you can learn about benefit changes, choices and costs. You can also visit myGXO Portal online to review more information about your choices.

You’re not alone if you’ve ever wondered why we have two websites about GXO benefits. This site, GXOBenefits.com, is an open, informational site, whereas myGXO Portal is a secure, transactional site that is your go-to place when you need to enroll in your benefits, update your personal information and more.  Your family members can access this site, but only you can log in to myGXO Portal.

• Current employees have the option to enroll and make changes each fall, which will go into effect the following January 1. The Open Enrollment period for 2025 will be in November 2024.
• As a new employee at GXO, you have 30 days to enroll. Coverage for most benefits is effective on your date of hire. There is a waiting period for disability benefits based on your job classification. See the Eligibility section for details.
• If you have a Qualifying Event during the year, you can make changes within 30 days of that event.

To enroll online, log in to myGXO Portal (see link in CONNECT WITH BENEFITS at the bottom of this page) and click Your Benefits. You can also enroll by phone by contacting the GXO Benefit Center.

You can confirm your enrollment has been processed online when you click CHECKOUT. Please print a confirmation statement for your records.

Your new hire and Open Enrollment elections will remain in effect for the year. However, if you experience a Qualifying Event during the year, you will have the option to make changes to certain pre-tax benefits appropriate for the type of life event. Changes from a Qualifying Event must be made within 30 days from the event date through myGXO Portal or by calling the GXO Benefit Center.

See Changing Your Benefits for more information.

If your enrollment window is still open, you can go back to myGXO Portal and change your elections online. After your window has closed, you would need a Qualifying Event to make a change until the next Open Enrollment period.

If you don’t enroll within 30 days of your date of hire, you will automatically be enrolled in only:

• Short-Term Disability Insurance
• Long-Term Disability Insurance
• Basic Life Insurance

After your enrollment is processed, it could take up to three weeks to receive your new ID card. If you need an ID card prior to this time, please contact Anthem or print a temporary card from the Anthem website. You can also download a digital ID card from most provider websites.

Review the medical plan and prescription drug plan comparison charts. A Summary of Benefits and Coverage (SBC) is also available for each GXO medical plan. SBCs provide standard information, making it easier to compare medical coverage on an “apples to apples” basis. The SBCs can be found on myGXO Portal. You may request a free paper copy of the SBCs by calling the GXO Benefit Center.

You can also Ask Emma.

Deductibles and copays help control costs. GXO will continue to subsidize a large portion of your medical coverage costs as well as pay 100% of in-network preventive care.

The HSA 5000 deductible for Employee + One or More coverage is $10,000 in-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. For example, if just one family member has $10,000 in eligible in-network expenses, the deductible is considered met for all family members for in-network expenses. Remember, no coinsurance applies in the HSA 5000 until the family deductible is met.

The HSA 2000 deductible for Employee + One or More coverage is $4,000 in-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. For example, if just one family member has $4,000 in eligible in-network expenses, the deductible is considered met for all family members for in-network expenses. Remember, no coinsurance applies in the HSA 2000 until the family deductible is met.

The PPO 1500 deductible for Employee + One coverage is $3,000 in-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. Each family member has their own individual $1,500 deductible and a $3,000 family deductible. To meet the family deductible, each of two family members will need to incur $1,500 or a family of two would need to incur a total of $3,000 of claims before coinsurance applies.

The PPO 750 deductible for Employee + One coverage is $1,500 in-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. Each family member has their own $750 deductible and a $1,500 family deductible. To meet the family deductible, each of two family members will need to incur $750 or a family of two would need to incur a total of $1,500 of claims before coinsurance applies.

The PPO 1500 deductible for Employee + Two or More coverage is $4,500 in-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. Each family member has their own individual $1,500 deductible and a $4,500 family deductible. To meet the family deductible, each of three family members will need to incur $1,500 or a family of four or more would need to incur a total of $4,500 of claims before coinsurance applies.

The PPO 750 deductible for Employee + Two or More coverage is $2,250 in-network. All eligible in-network and out-of-network expenses from covered family members apply toward the deductible. Each family member has their own individual $750 deductible and a $2,250 family deductible. To meet the family deductible, each of three family members will need to incur $750 or a family of four or more would need to incur a total of $2,250 of claims before coinsurance applies.

The Kaiser HMO deductible for Employee + One or More coverage is $3,000 in-network. (There is no coverage out-of-network.) All eligible in-network expenses from covered family members apply toward the deductible. Each family member has their own individual deductible and a family deductible, and coinsurance begins when either of those have been met.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $15,000 out-of-pocket maximum. However, an individual family member will not be required to meet more than $7,150 of the family maximum before that individual’s claims are covered at 100%.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $10,000 out-of-pocket maximum. However, an individual family member will not be required to meet more than $7,150 of the family maximum before that individual’s claims are covered at 100%.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $10,000 out-of-pocket maximum. However, an individual family member will not be required to meet more than $5,000 of the family maximum before that individual’s claims are covered at 100%. To meet the out-of-pocket maximum, each family member will need to incur $5,000 or a family of two would need to incur a total of $10,000 of claims.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $6,000 out-of-pocket maximum. However, an individual family member will not be required to meet more than $3,000 of the family maximum before that individual’s claims are covered at 100%. To meet the out-of-pocket maximum, each family member will need to incur $3,000 or a family of two would need to incur a total of $6,000 of claims.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $15,000 out-of-pocket maximum. However, an individual family member will not be required to meet more than $5,000 of the family maximum before that individual’s claims are covered at 100%. To meet the out-of-pocket maximum, each of three family members will need to incur $5,000 or a family of four or more would need to incur a total of $15,000 of claims.

All eligible in-network and out-of-network expenses from covered family members apply toward the in-network $9,000 out-of-pocket maximum. However, an individual family member will not be required to meet more than $3,000 of the family maximum before that individual’s claims are covered at 100%. To meet the out-of-pocket maximum, each of three family members will need to incur $3,000 or a family of four or more would need to incur a total of $9,000 of claims.

All eligible in-network expenses from covered family members apply toward the in-network $8,000 out-of-pocket maximum. (There is no coverage out-of-network.) However, an individual family member will not be required to meet more than $4,000 of the family maximum before that individual’s claims are covered at 100%.

You are able to use preventive care services once per calendar year.

Yes. When you enroll online, you’ll be asked about tobacco use. Tobacco users will have a $100 monthly surcharge added to their medical contributions to offset potential increased medical costs from tobacco use. The surcharge currently applies if you or one of your covered family members uses tobacco products.

Yes. GXO offers a free tobacco cessation plan through your medical plan, which is free and available to employees, spouses and dependent children over age 18. If you complete an approved program, you will qualify for non-tobacco rates at the time of completion, and your contributions will be adjusted for the remainder of the plan year. Learn more here.

With the PPO and Kaiser HMO plans, you don’t have a deductible for prescription drug benefits. You will pay a copay or coinsurance when you fill a prescription. Find details here.

Prescription drugs are subject to the deductible first, which means you pay 100% out of pocket until you meet the deductible. After that, coinsurance applies to prescription drugs, except for generic preventive drugs (as defined by CVS Caremark), which are not subject to the deductible. Find details here.

There is one deductible for all covered expenses in the HSA plans. Anthem and CVS Caremark will exchange data each day to coordinate information on claims to ensure your benefits are paid properly.

With the PPO and Kaiser HMO plans, you don’t have a deductible for prescription drug benefits. You will pay a copay or coinsurance when you fill a prescription.

RxSS offers a service that helps lower your prescription drug costs. This service doesn’t change anything about your current insurance plan, pharmacy preferences or other benefits. Its software is linked to your Anthem medical plan information so it can customize ways to lower your out-of-pocket prescription drug costs. (RxSS is not available to Kaiser HMO members.)

RxSS finds all the lower-cost medication options that treat your condition and are covered by your insurance. You and your doctor can decide what’s best for your health and budget. Here are just a few ways you might save money:

• Generic forms of name-brand drugs
• Better prices at different pharmacies or through mail-order
• Equally effective medications that treat the same condition but cost less than your current prescription

There are two easy ways to see if you can save money on your prescriptions.

1. Your RxSS account will always show any savings opportunities you may have on your current prescriptions. Anytime you start taking a new prescription that’s covered by your medical plan, it will automatically show up on your account with options that might help you save. Plus, you can use your account to proactively search for pricing on any medication before your doctor gives you a prescription.
2. RxSS contact you if there’s a way to lower your prescription drug costs. You’ll receive messages — email, phone, text or letter — if there’s a chance to save money on current prescriptions or new ones you start taking in the future.

Since RxSS software is linked to your health plan, everything it does is personalized for you. It knows the details of your prescription drug benefits and uses that information to find the lowest-cost options covered by your Anthem medical plan. Unlike prescriptions purchased with coupons or discount cards, the money-saving options RxSS provides will automatically count toward your individual or family insurance deductible.

You have a choice between two dental plans. Both plans cover the same services (with the exception of orthodontics for children and adults). Premiums for Dental Basic are lower than those of Dental Choice.

If you see an in-network dentist, both plans cover services at the same level. Diagnostic and preventive care are covered at 100%, restorative services are covered at 80% and prosthodontics are covered at 50%.

The two plans have different Annual Maximums, coverage for orthodontics and WellnessPlus annual incentives. Only the Dental Choice option covers orthodontics for children and adults at 50% up to a $2,000 lifetime maximum and offers annual incentives for getting routine preventive dental care.

Both plans use the same network of dentists. Keep in mind that if you go to an out-of-network dentist, they can bill you for any amounts above the negotiated MRC.

If you enroll in the Dental Choice option, you and your family can earn annual incentives through Cigna’s WellnessPlus feature. WellnessPlus rewards you and your family for getting preventive dental care. Receiving regular dental care can help you catch minor problems before they become major and expensive to treat, which can help improve the overall health of your whole family.

When you get preventive dental care (cleanings, oral exams and X-rays), your annual dollar maximum increases the next plan year by $200. This lets you build your annual dollar maximum for other future needs.

• Your annual dollar maximum will grow each year by $200 as long as you stay enrolled in the plan and continue getting preventive care.
• Members of the same family could have different annual dollar maximums in future years. Why? Because family members who get preventive care also see an increase in their annual dollar maximum in the next year(s).
• If you don’t get preventive care, your annual dollar maximum stays the same. This is also true for your family members.

You have a choice between two vision plans. Both plans cover the same services (with the exception of prescription safety glasses). Paycheck deductions for Vision Choice are lower than those of Vision Choice + Safety Glasses. For more information, review the Vision section. You can also speak with VSP (the vision plan provider).

VSP members get more and save more through Premier Edge Offers that are exclusive to Premier Edge locations. Locations that participate in Premier Edge set the standard by providing the personalized attention you deserve and carrying the latest in lens technology. Plus, they have a wide selection of featured frame brands you know and love.

VSP members are backed by the Premier Edge™ Promise, a worry-free eyewear guarantee. When you go to a Premier Edge location, you’re protected from the unexpected — whether it’s accidentally broken or damaged glasses, your prescription changes or you don’t love the glasses you chose.

Yes. If you have a balance of at least $40, you can roll over up to $640 of unused funds from 2024 to 2025. If you have less than $40 of unused funds in your account at the end of the year, the amount cannot be rolled over and will be forfeited. If you don’t take action to roll over unused funds, they will be forfeited. Claims incurred in one year must be submitted to the administrator by the end of the annual grace period, March 31 of the following year.

PayFlex began administering the FSAs January 1, 2021.

The Basic Life and AD&PL benefit varies depending on your employment status, e.g., hourly or salaried. For more information, visit the myGXO Portal > Your Benefits.

It depends on whether you are currently enrolled in Supplemental Life Insurance, by how much you increase coverage and whether the increased amount exceeds the guaranteed issue amount, which is the lesser of three times annual base pay or $500,000 for you and $50,000 for your spouse. (Guaranteed issue means you don’t have to provide Evidence of Insurability (EOI).)

• If you are not currently enrolled in coverage and elect if for the first time during Open Enrollment, you will need to provide EOI.
• If you are currently enrolled in coverage, you can increase your coverage during Open Enrollment by one times annual base pay without EOI as long as the amount is less than the guaranteed issue amount.
• If you are currently enrolled in coverage and increase your coverage during Open Enrollment by two or more times annual base pay and/or the resulting amount exceeds the guaranteed issue amount, you will need to provide EOI.

The imputed income amount is based on the amount of coverage over $50,000 for the basic life insurance benefit. So, if your benefit amount is $75,000, the imputed income calculation would be based on $25,000 ($75,000 – $50,000). The rate used for imputed income is calculated from age-based IRS tables. Imputed income will be reported on your W-2.

Yes. GXO allows employees to reduce coverage to avoid imputed income. Call the GXO Benefit Center if you want to avoid imputed income.

Our life insurance carrier provides discounted rates to non-tobacco users because they are a lower risk than people who use tobacco products. If you would like help to quit tobacco, learn more here.

We believe that when employees feel better, they help make the company better. That’s why we offer employee benefits and programs that allow you to focus on your health and wellness. This includes Employee Assistance Program counselors, a free tobacco cessation program and free health coaching. The Sydney Health app offers engaging wellness capabilities, challenges and videos along with a Nutrition Tracker.

Also, our medical plans provide 100% coverage for eligible preventive care visits. Our Anthem LiveHealth Online team is specially trained to understand GXO’s health plan benefits and programs. The team’s goal is to help you have the best possible outcome for any health issue and get the best value from your benefits.

GXO also invested in our employees throughly offering two new programs that support individuals living with musculoskeletal and circulatory conditions — Hinge Health and Hello Heart. The cost of these programs will be covered by GXO so Anthem members can participate free of charge.

Health care reform requires each state to have an online exchange or “marketplace” where health insurance can be bought directly from insurance companies by residents of that state. The federal government will run marketplaces in states that choose not to set up their own.

You have the option to buy health insurance from your state’s marketplace. However, although federal tax credits may be available to lower the cost of marketplace coverage, most GXO employees are not eligible for a federal tax credit because they have access to affordable health coverage from GXO. If you are eligible for GXO health coverage, depending on the coverage you choose, GXO health coverage may be more comprehensive and less expensive because GXO pays most of the cost for you.

Details on marketplace plans, and the insurance companies that offer them, are available on the marketplace websites. There are two key differences in how you pay for health coverage under the GXO and marketplace plans:

Yes. All health plans are required to provide plan details in a simple, plain-English format called Summaries of Benefits and Coverage that makes it easier to compare coverage from different plans. You will be able to use the information we give you as a new employee or during Open Enrollment each year to compare GXO plan features and rates with plans offered on your state’s marketplace.

Yes. The federal government provides a subsidy in the form of a tax credit based on a sliding scale of household income and dependents. However, even if your household income falls within the subsidy range, you and your dependents are not eligible for the federal tax credit if you are eligible for GXO health coverage because GXO offers an “affordable” option, as defined by the ACA, for Employee Only (Individual) coverage.

The marketplace includes plans that cover as much as 90% and as little as 60% of eligible expenses. Also, network doctors and hospitals may be different from one plan or region to another. As a result, some marketplace plans may be less expensive than GXO plan options.

However, keep in mind that GXO subsidizes 80%, on average, of the cost of health coverage for eligible employees and their families. Because the GXO Employee Only (Individual) coverage level is affordable under the ACA, you are not eligible for the federal tax credit even if your family income meets the subsidy criteria, and even if the federal subsidy is greater than GXO’s subsidy.

Likely, not much. If you are eligible for health coverage under the GXO plan, you can participate in the GXO plan just like any other year. If you decide to enroll in one of the marketplace plans, be aware that you won’t be eligible for a federal subsidy, and unless you have a Qualifying Event, you won’t be able to re-enroll in the GXO plan if you remain eligible for GXO benefits.

If you are not eligible for health coverage under the GXO plan, you may want to enroll in other health coverage. You can enroll through a family member’s employer plan or through your state’s marketplace. Before you decide, visit the marketplace to determine if you are eligible for a federal tax credit.

Go to www.healthcare.gov. From there, you can explore your state’s marketplace or call 800.318.2596 (TTY: 855.889.4325). If you have further questions, visit or call the GXO Benefit Center.

Typically, your HSA will be set up automatically after you enroll in an HSA medical plan option as a new employee. Fidelity will provide instructions on verifying certain information before opening your account. You must have an open account for your payroll contributions and GXO’s contributions to be deposited.

If you are new to the HSA, Fidelity will send you information on accessing your account shortly after your enrollment.

GXO contributions to the HSA 5000 or HSA 2000 options are made in four 25% installments in January, April, July and October. If you are a new employee, your GXO contribution will be provided based on your hire date and made within the quarter of the effective date of your coverage. Your account must remain open to receive contributions.

GXO’s contribution will be based on your medical plan election and coverage level when contributions are funded in January, April, July and October.

Generally, GXO’s contributions are not taxable. If you are a California or New Jersey resident, GXO’s contributions to your HSA may be subject to some state taxes.

For 2024, you can contribute from $500 to $4,150 if you cover yourself or to $8,300 if you cover your family. If you are age 55 or older and not enrolled in Medicare, you can make additional “catch-up” contributions up to $1,000 in 2024. Your maximum contribution amount is offset by the amount GXO contributes to your HSA if you enroll in the HSA 5000 or HSA 2000 medical plan.

You can contribute in two ways: When you enroll through myGXO Portal , you can elect to contribute pre-tax money from your paycheck to your HSA. Your contributions will be divided over the pay periods in the year and deducted from your paycheck. Your account must remain open, and you must be actively employed to receive contributions to your account. You can also make non-payroll contributions through your online HSA. Non-payroll contributions are made post-tax but can be deducted at tax time.

You will be able to start using your HSA funds after the first contribution (either your contribution or GXO’s contribution) posts to your account.

Yes. To change your contribution rate, click CONNECT WITH BENEFITS at the bottom of this page.

You have a few options. You can:

• Use the health care payment card from Fidelity to access your HSA funds
• Pay providers directly on the Fidelity website
• Pay for eligible expenses with any other form of payment and request a reimbursement from your account

No. It’s a prepaid card with a spending limit up to the balance of your HSA at that point in time. When paying for an eligible expense, swipe the card and select “credit.” There is no PIN (personal identification number) for your card, so be sure to keep track of your card to avoid misuse.

The card can be used nationwide at qualified providers and merchants — pharmacies, doctors’ offices, dentists, vision centers and hospitals — wherever it is accepted. Visit Fidelity’s website for a list. Your card should be used only to pay eligible expenses.

You can pay for a range of eligible expenses you and your covered family members incur in your health care plans, including doctor’s office visits, prescription drugs, dental and vision exams, contacts and glasses. Because HSA money is tax-advantaged, the IRS determines which expenses are eligible. See IRS Publication 969 for a complete list of eligible expenses.

Examples include cosmetic surgery, health club memberships and teeth whitening. For a complete list, see IRS Publication 502.

You will have to pay income taxes on the amount. If you are under age 65, you will also pay a penalty of 20%.

Yes. Always keep your receipts because the IRS may require you to prove the money was used for eligible expenses.

No. You can only enroll in the Health Care FSA if you elect the PPO 1500, PPO 750 or Kaiser HMO (California only) medical option.

Yes, for eligible health care expenses only if they are enrolled in another qualified high deductible medical plan. For your children, you can only use your HSA to cover their eligible expenses if you can claim them as a dependent on your federal tax return (you can still cover eligible children up to age 26 under your medical plan, regardless of tax dependent status).

Yes. You can invest your balance in any investment option offered through Fidelity. Money you invest is subject to gains and losses based on your investment choices. Also, as with other investment accounts, your invested money may not be immediately available for withdrawal, and investment fees will apply. Visit the Fidelity website for details.

Yes, the unused balance automatically rolls over year after year. You won’t lose money if you don’t spend it within the year.

No. You can transfer your balance to another HSA administrator or leave it with Fidelity. It’s your choice.

You can continue to use your account tax-free for out-of-pocket health care expenses. When you enroll in Medicare, you can use your account to pay Medicare premiums, deductibles, copays and coinsurance under any part of Medicare. You can also use HSA funds to pay for things other than medical expenses, but you’ll pay income taxes on those expenses.

You are not eligible to make contributions to an HSA after you have enrolled in Medicare. If you had an HSA before you enrolled in Medicare, you can keep it and continue to use your HSA to pay for eligible expenses.