UMass Lowell provides health insurance to employees, their spouses and dependents through the Commonwealth of Massachusetts Group Insurance Commission (GIC). Employees may choose from a range of plans. Benefits become effective on the first of the month following 60 calendar days of employment or two calendar months, whichever is shorter.

Coverage for Unmarried Dependents Ages 19-26

Healthcare reform expanded GIC coverage for unmarried dependents ages 19-26. Please visit the of the for answers to common questions about coverage for dependents.

Learn more about your health care plan options at the GIC website:

  • - Helpful information for common questions about coverage changes in status, such as marriage, divorce or adding a new child.
  • - Here you'll find the forms you need to apply for student coverage, change your status or enroll in a health plan

GIC Life Insurance

A basic life insurance program of $5,000 term life and accidental death and dismemberment insurance is provided at a low-cost premium to benefited full-time and part-time employees who work at least half-time and their employment contract provides for fringe benefits. Participants in a health insurance plan at UMass Lowell are automatically covered by this basic insurance. In addition, optional life insurance of up to eight times annual base salary may be purchased. Employees who later apply or want to increase their coverage may have to submit evidence of insurability.
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GIC Long-Term Disability Insurance

All benefited full-time and part-time employees who work at least half-time and whose employment contract provides for fringe benefits may purchase long-term disability insurance. The cost varies according to age and current salary. 笔濒别补蝉别听contact Benefits聽for more details and to enroll in coverage.
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Flexible Spending Account (FSA) Benefits

The GIC offers two pretax programs to help reduce your federal and state taxes from your paycheck. Each program is designed to meet your specific needs. By using money set aside on a pretax basis, you can use these FSAs to help pay for dependent care and qualified health care expenses.

Dependent Care Assistance Program (DCAP)

The Dependent Care Assistance Program (DCAP) allows benefited employees to set aside up to $5,000 of income to pay for child care or other dependent care expenses on which you will not pay taxes. Through payroll deductions, you may contribute an amount to a reimbursement account before taxes to pay for dependent care expenses you would otherwise have to pay out of pocket.听
Additional information about the Dependent Care Assistance Program is available on the聽.

Health Care Spending Account (HCSA)

The Health Care Spending Account (HCSA) lets you set aside up to $2,550 (pretax) of your income to pay for certain medical expenses not covered by your medical insurance.听聽
Additional information about the Health Care Spending Account is available on the聽.