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Medical and prescription drug

Teva provides a range of medical plans you can choose from to best meet your health care needs—and the needs of your same- or opposite-sex spouse, domestic partner and/or dependents. When you elect Teva medical coverage, prescription drug coverage is included through CVS Caremark.

Medical plans

Teva offers five medical plan options—all administered by Meritain Health (an Aetna company). Each medical plan provides access to no-cost Teva medications and preventive care made easy with Livez. Find in-network providers through Accolade.

  • Automatic HRA credits from Teva for enrolling in the plan.
  • Higher deductibles and out-of-pocket maximums, but lower employee premiums (what you pay per pay period) than traditional health plans.
  • Unused HRA credits in Option 1 with HRA roll over each year (up to $900 for Employee Only coverage; up to $1,800 for Family coverage); the rollover funds are reduced by the automatic HRA credits provided by Teva.
  • If you enroll in Option 2 with HSA for 2027, you will not be allowed to carry over any remaining HRA funds from 2026.
  • See the HRA / HSA / FSA / LSA/Commuter page for more details.

  • A high-deductible health plan (HDHP) that features a Health Savings Account (HSA) to help you save pre-tax dollars to pay for—and save for—eligible health care expenses today and in the future.
  • Automatic HSA contributions from Teva for enrolling in the plan.
  • Higher deductibles and out-of-pocket maximums, but lower employee premiums (what you pay per pay period) than traditional health plans.

  • A more traditional health plan with lower deductibles and out-of-pocket maximums, but higher employee premiums (what you pay per pay period).
  • Teva does not provide an HRA—or a contribution—for Option 3. See the HRA / HSA / FSA / LSA/Commuter page for more details.

  • Higher deductibles and out-of-pocket maximums, but lower employee premiums (what you pay per pay period) than traditional health plans.
  • Teva does not provide an HRA—or a contribution—for Option 4. See the HRA / HSA / FSA / LSA/Commuter page for more details.

  • Zero deductibles. Most health care services are paid with flat-dollar copays, and the employee premiums (what you pay per pay period) are the same as Option 3.
  • Teva does not provide an HRA—or a contribution—for Option 5. See the HRA / HSA / FSA / LSA/Commuter page for more details.
2027 Medical Plan Comparison Chart

What to know

  • Meritain Health is the administrator of our medical plans—they handle claims, billing and management of our HRAs and Flexible Spending Accounts (FSAs).
  • Accolade provides access to our Teva Care Advocates—your personal health care team available to answer your health and benefits questions. Join Accolade and 2nd.MD for a monthly webinar series to learn about different health conditions so you can feel more confident in your care.
  • All Teva medical plans offer in- and out-of-network care for the same health care services (including in-network preventive care at 100%) and feature access to virtual care options.
  • Coverage is available for same- or opposite-sex spouses, domestic partners and dependents.
  • When you enroll in Option 2 with HSA, you must meet your deductible before the medical plan begins to pay benefits. There is no individual deductible in Option 2 with HSA when you cover one or more dependents. This means that all covered family members combined must reach the $3,500 deductible before the plan begins to pay medical or prescription drug benefits.
  • If you change medical plans, HSA funds cannot be rolled over into an HRA, and vice versa.
  • Your health plan requires a doctor to obtain pre-certification to confirm the medical reason for certain services or procedures.
  • You can save money by scheduling advanced MRI, CT and PET scans through the US Imaging Network for high-quality, in-network facilities that provide services at a reduced rate negotiated by Teva.

  • Preventive care (Livez): Access to self‑test screenings, automated appointment scheduling and a personalized preventive care plan—all within one easy-to-platform.
  • Telehealth (Accolade): Connect with doctors and mental health professionals via phone or computer through Accolade. 
  • Virtual second opinions (2nd.MD via Accolade): Get an expert medical opinion (also referred to as a second opinion) through 2nd.MD via Accolade, at no cost to you. This service is available to all Teva employees who work 20 or more hours per week, regardless of medical plan enrollment.
  • Virtual physical therapy (Hinge Health via Accolade): Receive virtual physical therapy to relieve muscle and joint pain, and access the Enso program for migraine relief—all at no cost to you. This service, provided by Hinge Health via Accolade, is available to all Teva employees who work 20 or more hours per week and spouses/domestic partners who are enrolled in a Teva medical plan.
  • Voluntary benefits: Select voluntary benefits are designed to complement your medical plan coverage and pay you cash to help offset higher-cost health care expenses under our medical plans. Before you enroll, think about if these voluntary benefits are right for your physical and financial situation.

More details

Not sure which plan to choose? Scroll through these examples:

Meet Dave and Lily

  • Ages: Mid-30s
  • Medical plan: Option 1 with HRA
  • Coverage: Employee + Family
  • Premiums: $187.90 per pay period
  • Automatic HRA funding: +$1,200 in HRA credits from Teva
  • Deductible: $3,000 (in-network)
  • Out-of-pocket maximum: $7,000 (in-network)

Situation:

Dave and Lily live an active lifestyle with two kids. Lily enrolled in Option 1 with HRA. It has premiums they can afford and a lower deductible. Knowing a hospital stay is a possibility for any family member, Lily also enrolled in Hospital Indemnity Insurance. If a covered family member is hospitalized, Lily will get cash to help cover their medical expenses.

Meet Derek

  • Age: 45
  • Medical plan: Option 2 with HSA
  • Coverage: Employee Only
  • Premiums: $32.13 per pay period
  • Automatic HSA funding: +$400 in HSA contributions from Teva
  • Deductible: $1,750 (in-network)
  • Out-of-pocket maximum: $4,000 (in-network)

Situation:

Derek likes to travel. He enrolled in Option 2 with HSA because the premiums and deductibles are affordable. Plus, he likes the tax advantages and long-term savings opportunities of the HSA. Derek also enrolled in Identity Theft Protection. Due to his extensive travel and complicated personal finances, he chooses to enroll in case he needs additional financial protection if his identity is compromised.

Meet Eric and Sean

  • Age: Mid-40s
  • Medical plan: Option 3
  • Coverage: Employee + Spouse
  • Premiums: $286.24 per pay period
  • Automatic account funding: None
  • Deductible: $1,000 (in-network)
  • Out-of-pocket maximum: $4,000 (in-network)

Situation:

Eric’s husband, Sean, has chronic health conditions. Eric enrolled in Option 3 even with its higher premiums because he knows he and Sean will reach the deductible (and possibly the out-of-pocket maximum). For extra coverage, Eric enrolled in Critical Illness Insurance. Should he or Sean have a covered illness, they’ll receive cash to help cover the medical expenses.

Meet Jessica

  • Age: 35
  • Medical plan: Option 4
  • Coverage: Employee + Child(ren)
  • Premiums: $48.33 per pay period
  • Automatic account funding: None
  • Deductible: $3,600 (in-network)
  • Out-of-pocket maximum: $9,600 (in-network)

Situation:

Jessica is living paycheck-to-paycheck, so she likes the low premiums of Option 4—even if the deductible is higher than other plans. Jessica is healthy and mostly wants coverage for her daughter. She also enrolled in the Legal Plan to make sure she has access to legal services if something unexpected happens.

Meet Rob and Julia

  • Age: Early 30s
  • Medical plan: Option 5
  • Coverage: Employee + Spouse
  • Premiums: $286.24 per pay period
  • Automatic account funding: None
  • Deductible: None
  • Out-of-pocket maximum: $4,000 (in-network)

Situation:

Rob and Julia have a history of frequent medical visits due to Rob’s health issues that require regular specialist visits and occasional urgent care. Rob enrolls in Option 5 since it provides predictable and manageable out‑of‑pocket costs for his medical appointments.

Prescription drugs

What to know

  • In Option 2 with HSA, prescription drugs are subject to the medical plan deductible—meaning you will pay the full cost of non-preventive medications (including Teva generics) until you reach the annual deductible under the medical plan.
  • You can use your HSA to pay for prescription drugs.
  • Maintenance medications must be filled with a 90-day supply at a Smart90 retailer (CVS or Walgreens) to avoid paying the full cost of the medication.
  • If you are not currently prescribed a 90-day supply, you can receive up to two, 30-day courtesy fills at any network retail pharmacy.
  • If either you or your doctor requests a brand-name medicine when a generic is available, you will pay the brand copay, plus the difference in cost between the brand and generic medicine (except Teva medicines).
  • Generics, if available, will be substituted for brand medicines unless your doctor indicates “Dispense as Written” on the prescription, or you request to receive only the brand medicine.
2027 Prescription Drug Chart

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