Garfield County commissioners direct staff to adopt Option B for 2026 health benefits, reducing projected increase

Garfield County commissioners on Monday directed county administration to implement a recommended benefits package for 2026 that keeps the county’s three-plan structure but introduces a modest dependent cost-share and reduces the health savings account contribution for the high-deductible option.

County interim human-resources director Diane Hayes and benefits staff presented a package labeled Option B and walked commissioners through a spreadsheet showing alternatives and estimated costs. Hayes said the recommended package was designed to “adhere to our total compensation philosophy of remaining an above average or above market, provider of benefits” while also reducing the county’s expenditure pressure.

The nut graf: county staff told the board that if no changes were made to current offerings, health insurance costs would rise by about 13.5% for 2026; the recommended Option B, staff estimated, would lower the net increase to roughly 2.5%.

Under the direction, the county will: keep PPO 5 as the buy-up plan and PPO 7 as the base plan; continue to offer the high-deductible health plan (HDHP4); introduce a dependent contribution equal to 10% of the difference between single and dependent premiums (staff estimated that averages about $175 per month for family coverage); and reduce the county HSA employer contribution on the HDHP from $1,800 to $1,500.

Interim HR Director Diane Hayes said the recommended Option B “is consistent with the county’s total compensation philosophy” and that finance staff had checked the math. Benefits staff noted current enrollments and presented a baseline annual cost figure they reported as $13,084,784 for the current plan year and a projected $14,851,230 in 2026 if the county made no changes.

Commissioner Perry Will moved the board’s direction to administration to adopt Option B and have staff draft a resolution; the motion carried on a unanimous voice vote. Will said the 10% dependent cost-share is “still below the norm” and that the package is a compromise between preserving employee benefits and addressing the county’s budget shortfall.

Commissioners and staff discussed employee outreach and education. Joanna Bridal, the county’s senior benefits and leave specialist, and HR staff said they will provide enrollment information and consultations so employees can choose among plans and understand how the HDHP and the HSA work.

The board’s direction requires administration to prepare the implementing documents and budget numbers for the October budget hearings so the finance team can finalize projections and the HR office can begin employee elections.