Benefit eligible employees are eligible to begin FSA coverage effective on the first of the month following the date of hire.

Eligible employees interested in participating in the FY26 Plan Year (July 1, 2025-June 30, 2026) should complete the FSA Enrollment Agreement .

Completed enrollment forms must be submitted within 30 days of the employee’s hire date to ensure timely enrollment. If you fail to enroll within the time period described above, then you may not elect to participate in the Plan until the next FSA Open Enrollment Period or until a qualifying event occurs that would allow a mid-year election change.

The 2025 Benefits Open Enrollment period is CLOSED.
(Plan Year July 1, 2025-June 30, 2026)

You may enroll or make coverage changes during the plan year ONLY if you experience a qualifying event. Qualifying events include, but may not be limited to:

Eligible employees who experience a qualifying event should complete the *FSA Election Change Form .

It is the employee's responsibility to file an election change request within 30 days of the date of the qualifying event with the Statewide Benefits Office. Requests received after 30 days from the qualifying event will not be approved.

Participation in the Health Care FSA ends on the day of termination or retirement, or on the date of your last paycheck with an FSA deduction. If you are no longer employed in a benefit eligible position and were enrolled in the Health Care FSA, you may be eligible to continue coverage through COBRA for the remainder of the plan year. Only those employees that have contributed more than they have spent or been reimbursed by ASIFlex as of their final date of participation are eligible to continue Health Care FSA coverage through COBRA. ASI, the State’s COBRA administrator will send you a notice following your termination should you be eligible to continue coverage. There is a 2% administrative fee added to premiums owed when continuing coverage through COBRA.

Participation in the Dependent Care FSA will end on the date in which you cease to be an active employee because of retirement, termination of employment, layoff, reduction in hours, or any other reason. Dependent Care FSA coverage may not be continued through COBRA; however, you may continue to file for Dependent Care expenses incurred during the plan year and through the Grace Period (September 15), no more than your current contributions in the Plan, so long as you are actively working, actively seeking employment or in a full-time student status.