Annual Benefits Enrollment

At Citi, we work hard to control costs by partnering closely with our benefit providers to offer top-notch services at the best value. In addition, Citi pays a majority of the cost for medical coverage, passing on a smaller percentage to employees.

• Medical: While health care costs have risen significantly, we are keeping the average 2025 medical plan cost increase for employees to 3%.* This increase is lower than overall market trends.
• Dental: The cost for dental coverage through MetLife will increase by an average of 2% in 2025 ($1 - $3 per paycheck depending upon your coverage level), while dental coverage through Cigna will not increase in 2025.
• Vision: Vision plan costs will remain the same as they are in 2024.

Managing costs is a shared responsibility. You can do your part by choosing the right medical coverage for your needs and taking care of your health using the many wellness programs and resources Citi offers. It’s also important to stay on top of your preventive care and make smart decisions about where to get needed medical care.

*Citi is committed to providing equitable access to quality health care. Your cost for medical coverage varies based on your pay band. Because we believe that comprehensive health care should be affordable for everyone, we contribute more toward the cost of medical coverage for our lower-paid employees. If you will be in a higher pay band in 2025 than you were previously, your paycheck deductions for medical coverage may increase more than 3% compared to 2024. Starting October 7, visit Your Benefits Resources (YBR™), available through My Total Compensation and Benefits at www.totalcomponline.com, to review your benefits costs for 2025.

Plan networks change, so it’s important for all employees to review the Aetna and Anthem online network directories during Annual Benefits Enrollment, even if you’re planning to keep your current medical plan in 2025. Staying in network keeps your health care costs as low as possible.

If you enroll in the Choice Plan or High Deductible Plan with HSA, you'll be able to choose from Aetna's or Anthem's national network of providers. However, the In-network Only Plan uses a smaller provider network that is a subset of the broader network used by the other two plan options. The In-network Only Plan uses the Aetna Premier Care Network Plus (APCN Plus) Open Access Aetna Select network and the Anthem National Blue High Performance Network (BlueHPN Non-Tiered). Use the instructions below to search for an in-network provider. Also keep in mind that the In-network Only Plan does not provide coverage if you receive care outside of this plan's select network (except in emergencies). You must stay in the network for plan benefits to apply.

If you find that your preferred doctors will not belong to your plan’s network next year, you have the option to choose a different plan or different plan provider (Aetna or Anthem) for 2025 during Annual Benefits Enrollment. (Note: You cannot change plans or plan providers outside of Annual Benefits Enrollment unless you experience certain life events, known as qualified changes in status.)

To check the 2025 networks for each plan, you can use the new provider search tool as you enroll online on Your Benefits Resources (YBR™) or search the network directories on the Aetna and Anthem websites. You can also call your Citi Health Concierge for assistance. For the Aetna and Anthem directories, use these links and instructions:

• In-network Only Plan (Aetna):
• Enter your home ZIP code in the Provider Search box, then click “Start Your Search.”
• Enter your ZIP code again under Continue as a guest to search for in-network doctors.
• In-network Only Plan (Anthem):
• Select the blue button titled: Network: National Blue High Performance Network (BlueHPN Non-Tiered).
• Follow the prompts to conduct your search.
• Choice Plan or High Deductible Plan with HSA (Aetna):
• Enter your location under Continue as a guest then click Search.
• Select Aetna Open Access Plans, then Aetna Choice POS II (Open Access) and follow the prompts to conduct your search.
• Choice Plan or High Deductible Plan with HSA (Anthem):
• Select the state in which you live.
• Follow the prompts to conduct your search.

Citi recognizes the power of preventive care in supporting well-being. As part of our ongoing investment in providing employees and their families with affordable access to quality health care, we're expanding coverage for preventive cancer screenings beyond standard guidelines beginning in 2025.

While recommended in-network preventive screenings have always been covered in full, this change means that regardless of age or gender, yearly preventive cancer screenings will be covered at 100% for all employees and dependents enrolled in a Citi medical plan, when performed by an in-network doctor. As part of this expansion, we're also covering skin cancer screenings as a preventive care benefit.

Preventive screenings can help detect cancer early (before any symptoms begin), increasing the chances of successful treatment. They're available to you and your covered family members at no cost as part of your comprehensive Citi medical coverage.

If you need testing due to symptoms you are experiencing, your services will be considered diagnostic in nature vs. preventive, and you will pay according to your medical plan coverage. Remember, if you ever have a question about whether your screening is considered preventive, call your Citi concierge using the number on the back of your ID card.

The maximum HSA contributions allowed by the IRS will increase in 2025 to:

• $4,300 for employee-only coverage
• $8,550 for all other coverage levels

When you open an HSA, Citi automatically contributes to your account as follows, so keep this in mind when considering your own contribution amount:

• Up to $500 for employee-only coverage
• Up to $1,000 for all other coverage levels

The additional “catch-up” contribution allowed for individuals who are age 55 or older in 2025 remains at $1,000.

If you re-enroll in a Citi medical plan with Anthem for 2025, you’ll receive new ID cards for you and your covered dependents at your home address around the beginning of the year. If you do not receive your ID card in the mail in time for an early 2025 appointment, you may access your digital ID card on the Anthem website or the Engage Wellbeing app starting January 1. Your new medical plan ID card will reflect an updated group number, so you should share it with your doctors, including those you’ve seen before, whenever you receive care in 2025.

If you do not receive a new ID card by February, contact the Citi Health Concierge at 1 (855) 593-8123.

Note: Aetna members will not be receiving a new ID card and may continue using their current ID cards in 2025.

Citi recently announced its enhanced parental leave and new caregiver leave, which give employees more paid time off to be with family during life’s important moments. These changes underscore our company’s commitment to an inclusive culture that supports all families through major life stages.

• All new parents receive 16 weeks of paid leave, ensuring more time to bond with a child and supporting all paths to parenthood.
• Birthing parents will receive additional paid recovery time of either six or eight weeks.
• All colleagues will be eligible for up to two weeks of paid leave annually to care for an immediate family member if eligible. (Note: The 2024 Caregiver Leave allotment is prorated up to a maximum of one week since the policy was effective June 1, 2024.)

SNOO is a “smart" bassinet that helps babies fall asleep and stay sleep at night or during naps with gentle rocking and soothing. All U.S. Citi employees are eligible for a discount on SNOO rentals and accessories. In addition, Citi will reimburse the full cost of a SNOO rental for up to six months for benefits-eligible employees covered by an Aetna or Anthem medical plan who add their new child to their medical plan.

Note: For employees enrolled in the High Deductible Plan with HSA, your SNOO rental costs will apply toward your deductible, if not already met. Upon meeting your deductible, any remaining SNOO costs will be reimbursed.

Important: You must add your child to your Aetna or Anthem medical plan within 31 days after birth. If your child is not added, no reimbursement claims will be paid.

Learn more about this new family benefit from Citi.

Virgin Pulse is changing its name to Personify Health in 2025. The Live Well at Citi Program will continue to offer all the same great wellness resources and rewards, with a new name and enhanced features that will further help you manage, improve and sustain your health. Watch for more information as we get closer to the new year.

Citi offers several tax-advantaged accounts that save you money.

• If you enroll in the High Deductible Plan with HSA: You can make tax-free contributions to a Health Savings Account (in addition to the contributions Citi makes). This money can be used for a wide range of eligible health care expenses — now or in the future. Any unused balance carries over year after year, helping you build tax-free savings for future health care costs, even in retirement. The HSA contribution limits will increase for 2025, as described in the “New and Notable for 2025” section above. You can also contribute tax-free money to a Limited Purpose Health Care Spending Account to spend on dental, vision and preventive care expenses. The current contribution limit is $3,200. (Note: Your HSA and LPSA contribution elections from 2024 will not roll over to 2025; you must make a selection when enrolling in your 2025 benefits.)
• If you enroll in the Choice Plan or In-network Only Plan: You can contribute tax-free money to a Health Care Spending Account (HCSA) to spend on eligible health care expenses each year. The current contribution limit is $3,200. (Note: Your HCSA contribution election from 2024 will not roll over to 2025; you must make a selection when enrolling in your 2025 benefits.)
• Regardless of your medical plan enrollment: You can contribute tax-free money to a Dependent Day Care Spending Account to spend on eligible expenses each year for dependent day care while you are at work. (Important! This account is not for health care expenses.) The current contribution limit is $5,000 (or $2,500 if you’re married and filing separate tax returns). (Note: Your DCSA contribution election from 2024 will not roll over to 2025; you must make a selection when enrolling in your 2025 benefits.)

IMPORTANT: This is a fixed indemnity policy, NOT health insurance. This fixed indemnity policy may pay you a limited dollar amount if you're sick or hospitalized. You're still responsible for paying the cost of your care.

• The payment you get isn't based on the size of your medical bill.
• There might be a limit on how much this policy will pay each year.
• This policy isn't a substitute for comprehensive health insurance.
• Since this policy isn't health insurance, it doesn't have to include most Federal consumer protections that apply to health insurance.

Looking for comprehensive health insurance?

• Visit HealthCare.gov or call 1-800-318-2596 (TTY: 1-855-889-4325) to find health coverage options.
• To find out if you can get health insurance through your job, or a family member's job, contact the employer.

Questions about this policy?

• For questions or complaints about this policy, contact your State Department of Insurance. Find their number on the National Association of Insurance Commissioners' website (naic.org) under "Insurance Departments."
• If you have this policy through your job, or a family member's job, contact the employer.

You’ll pay $100 less in 2025 paycheck deductions for your health coverage if you take the Health Assessment between October 1 and November 15 — plus, you’ll learn valuable information about your health status. Your spouse/partner who enrolls in a Citi health plan can earn a $100 reduction, too.

Employees who don’t enroll in a Citi health plan can still take the Health Assessment to learn more about their health status and earn $100 in Live Well Rewards that can be redeemed for gift cards on the Virgin Pulse platform.

To access the Health Assessment, you and your spouse/partner, as applicable, must register with Virgin Pulse (soon to be renamed Personify Health). Employees may register through My Total Compensation and Benefits using the Live Well Rewards/Health Assessment link. Your spouse/partner may sign up for an account on the Virgin Pulse website or through the Virgin Pulse app:

• Download from the Apple Store
• Download from Google Play

Use sponsor name “Citi” when registering on the app.

Once you register, you can even take the Health Assessment right from your smartphone with the Virgin Pulse app!

You’ll be automatically enrolled in the same benefits at the same coverage levels as you have now, with a couple exceptions. Some benefits require re-enrollment in order to continue coverage. Learn more about these situations below. Please note that your Vacation Purchase Program days do not carry over.

If you’re currently enrolled in a Citi medical plan and don’t take action during Annual Benefits Enrollment, you’ll pay the tobacco penalty for the 2025 plan year, regardless of whether or not you use tobacco products. This applies to your spouse/partner as well, if they are covered by a Citi medical plan.

If you don’t use tobacco, complete the Tobacco Free Attestation by the Annual Benefits Enrollment deadline (October 25) by visiting Your Benefits Resources (YBR™), available through My Total Compensation and Benefits. You’ll see the attestation right before you go to enroll in a medical plan.

To contribute before-tax dollars to a spending account, you must actively enroll in these accounts each year. If you don’t enroll during Annual Benefits Enrollment, you may be eligible to enroll during the plan year only if you experience a qualified change in status.

Any 2024 plan year HSA contribution elections will not carry over into 2025.

You must make your 2025 plan year HSA contribution election by the Annual Benefits Enrollment deadline for your contributions to take effect on January 1, and to receive the entire Citi contribution for the 2025 plan year. However, you can enroll in or change your contribution to the HSA at any time during the 2025 plan year.

To qualify for Citi’s entire contribution (up to $500 for employee only coverage or up to $1,000 for all other coverage categories), everyone who enrolls in the High Deductible Plan with HSA for 2025 must accept the terms and conditions of the HSA by December 31, 2024.

Note: Delays in establishing your HSA and accepting the terms and conditions may limit Citi’s contribution to your HSA.

In order to change the benefits you have now or enroll in new benefits that you’re not already enrolled in, you must take action October 7 – 25, 2024. You cannot enroll in benefits or add new dependents to your benefits outside of Annual Benefits Enrollment, unless you have a qualified change in status — this includes benefits like MetLife Legal Plans and the Vacation Purchase Program. Only the Transportation Reimbursement Incentive Program (TRIP) allows enrollment at any time during the year.