Life and AD&D Insurance

Financial Support for Your Beneficiary

Life Insurance

Hertz provides Life Insurance coverage for you and your dependents, administered by The Hartford.

Hertz-paid Basic Life Insurance provides coverage equal to one-times your base annual pay, at no cost to you.
You may elect to purchase voluntary Supplemental Term Life Insurance coverage of up to six-times your annual base salary, up to a total of $3 million for both Basic and Supplemental coverage.

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Life Insurance Coverage for Your Dependents

Coverage is also available for your spouse/domestic partner and qualifying dependent children, according to the chart below. Contributions are made on an after-tax basis, so the benefit is not taxable when you receive it.

Your Spouse/Domestic Partner

Your Child(ren)

Coverage guaranteed up to $50,000 with no Evidence of Insurability (EOI) required

Coverage above $50,000 requires Evidence of Insurability (EOI)

Coverage available in amounts of $5,000 to $15,000 with no Evidence of Insurability (EOI) required

Included Benefits & Services

The following additional benefits and services are automatically included with your Basic Life Insurance coverage:

Online tool for drafting your will
Legal and emotional support for beneficiaries after a death
Travel assistance
Identity theft protection
The Hartford’s Express Pay process, which, under certain conditions will pay death claims in as little as 48 hours
Funeral planning advisor assistance, including cost comparison services and online tools

Evidence of Insurability (EOI) Requirement

Evidence of Insurability (EOI) is how you provide proof of good health to The Hartford.

If you’re a new hire and enroll when first eligible, you can elect coverage up to the lesser of five times your annual base pay or $300,000 without EOI.
If you’re a current employee and enroll after you are first eligible or increase your Supplemental coverage by more than one times annual base pay, EOI is required for coverage above five times annual base pay.

Supplemental Term Life Coverage Highlights

Webinar

AD&D Insurance

Accidental Death & Dismemberment (AD&D) Insurance coverage provides financial protection for you and your family in the event of a covered accidental injury or death.

You may enroll in AD&D coverage when you’re first hired or during annual open enrollment. Evidence of Insurability (EOI) is not required.
You may purchase coverage for yourself up to 10 times your annual base pay, with a $750,000 maximum. If you enroll, you may also cover your spouse/domestic partner and any eligible dependent children.
You pay for AD&D coverage with pre-tax dollars and you’ll need to designate a beneficiary. Use the Enroll/Log In button at the top of the page to add or change your beneficiary.

Voluntary AD&D Coverage Highlights

The Hertz policy number with The Hartford is 803546.

Documents

Additional policy documents are available in the Document Library.

Provider

The Hartford

Disability. Leave of Absence (LOA) & Supplemental Health

Disability & Leave: 888-277-4767

Supplemental Health: 866-547-4205

Flexible Spending Accounts (FSAs)

Set Aside Money to Pay for Eligible Out-of-Pocket Expenses

If you plan to enroll in the CDHP medical plan and currently contribute to a health savings account (HSA), you must spend down remaining dollars in your FSA before contributing to or using your HSA. Failure to comply could result in a tax penalty.

Benefits of Enrolling in an FSA

Flexible spending accounts (FSAs) enable you to set aside some of your pay, on a pre-tax basis, into an account to pay for eligible health care or dependent care expenses.

By using pre-tax dollars to pay for these expenses, you lower your taxable income, which can reduce the amount of taxes you pay.
You can enroll in an account even if you’re not enrolled in any other Hertz benefits.
You can elect the health care FSA (HCFSA), the dependent care FSA (DCFSA), or both.
Use the information on this page to determine the best account(s) for you.

Plan carefully when determining how much to contribute to your FSA. You must incur eligible expenses no later than March 15, and submit claims for reimbursement by June 30, following the end of the prior plan year; the plan year ends on Dec. 31. Any unused balance on your FSA will be forfeited.

Health Care FSA (HCFSA)

The health care FSA (HCFSA) covers copays, deductibles, coinsurance, prescriptions, dental care, eye exams, and other eligible health care expenses.

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How the HCFSA Works

You set aside pre-tax money through payroll deductions up to IRS limits, which are announced annually.

The HCFSA maximum contribution limit for 2026 is $3,300.
You determine your HCFSA contribution during new hire and open enrollment, and you can’t make changes during the year unless you experience a qualifying life event.

After you enroll, you’ll receive a convenient HCFSA debit card with funds available immediately. Throughout the year, you can use your HCFSA to pay for eligible medical, dental, vision, and prescription drug expenses, including deductibles, copays, and coinsurance.

You may need to submit documentation of your payments, so make sure to save your receipts clearly marked as paid.

Eligible Expenses

In general, eligible health care expenses are those relating to expenses incurred during the plan year (including the two-and-one-half month grace period). You incur an expense on the day the service is provided or the supply is received, not when you are billed or when you pay for it.

You can access a complete list of eligible expenses in IRS Publication 502.

Always keep your receipts, clearly marked as paid, as proof your expenses were eligible for IRS purposes. You may be asked to submit them for verification.

Claims & Reimbursements

Get Reimbursed for Out-of-Pocket Payments

If you want to get reimbursed using your HCFSA funds for an eligible expense paid out-of-pocket, you can file a manual claim for reimbursement by completing and submitting the HCFSA Claim Form.

Direct Deposit Reimbursements

To save time and avoid paper checks, you may choose to have your FSA reimbursements made by direct deposit into your bank account. To set up direct deposit, simply complete and submit the Direct Deposit Authorization Form.

Dependent Care FSA (DCFSA)

The dependent care FSA (DCFSA) covers child care expenses while you are at work for children under age 13 or for other dependents who are incapable of self-care.

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How the DCFSA Works

The dependent care FSA (DCFSA) allows you to set aside pre-tax dollars to pay for eligible dependent care expenses for children under age 13 and for certain elderly or disabled dependents. The DCFSA is for child care or elder care expenses only; it is not for health care expenses for your dependents.

The DCFSA maximum contribution limit for 2026 is $7,500 individually, or up to $3,750 if married and filing separately.
You determine your HCFSA contribution during new hire and open enrollment, and you can’t make changes during the year unless you experience a qualifying life event.

After you enroll, your DCFSA funds are available as soon as you deposit them into your account. Throughout the year, you can use your DCFSA to pay for child care or elder care expenses while you and your spouse work or attend school.

You may need to submit documentation of your payments, so make sure to save your receipts clearly marked as paid.

Eligible Expenses

Examples of eligible expenses that can be paid for with your DCFSA include:

Child care
Babysitting
Before- and after-school programs
Nursery school
Preschool
Adult or senior daycare

You can access a complete list of eligible expenses in IRS Publication 503.

Always keep your receipts, clearly marked as paid, as proof your expenses were eligible for IRS purposes. You may be asked to submit them for verification.

Claims & Reimbursements

When you have a dependent care expense, you will pay the provider and then file a claim for reimbursement by completing and submitting the DCFSA Claim Form.

Direct Deposit Reimbursements

Documents

Provider

UMR

Medical Insurance

Phone: 1-866-922-8266

Visit Website

Health & Wellness

Medical

Dental

Vision

Disability

Voluntary Benefits

Well-Being Programs

Qualifying Life Events

You can only update your benefit elections outside of your new hire enrollment period or annual open enrollment if you experience a qualifying life event. For example, if your family status has recently changed (i.e. marriage, divorce, addition of a child, etc.), this may qualify you to update your benefits.

Submit Your Life Event

Guidelines

If you process a qualifying life event, you will be asked to provide documentation of the life event, such as a birth certificate or marriage license.
You must request updates to your benefits within 31 days of the qualifying life event and provide evidence of your life event within 30 days. Updates to your benefits will not be accepted if you miss these deadlines.

Have you recently lost a loved one?

When you lose a loved one, you will likely have questions about your benefits coverage and options.

Learn More

Life Event Scenarios

Use the examples below to help you determine whether your change in life status is considered a qualifying life event.

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You have a change in your legal marital status, including marriage, legal separation, divorce, annulment or death of a spouse.

Enroll and add your new spouse or domestic partner and children who meet the definition of a dependent under the Program. Download and complete the Domestic Partner Affidavit to begin the verification process.
Drop your coverage and coverage for any dependent children that your spouse/domestic partner is adding to their coverage.
Drop coverage for your spouse/domestic partner and any children that no longer meet the definition of a dependent under the Program. Download and complete the Domestic Partner Termination Form to begin the process.

Your number of dependent child(ren) changes due to birth, death, adoption or placement for adoption.

Enroll and add your new child(ren).
Drop coverage for your child(ren) who no longer meet the definition of a dependent under the Program.

There is a change in your dependent's eligibility for coverage under the Program due to attainment of age.

Discontinue coverage for your child(ren) who no longer meets the definition of a dependent under the Program. For example, a child who attains age 26.

You, your spouse/domestic partner or dependent child experience a change in employment status, including termination, commencement of employment, commencement of, or return from, an unpaid leave of absence and any other change in employment status that affects eligibility.

Add your spouse/domestic partner and/or any children that meet the definition of a dependent under the Program when your spouse/domestic partner and/or child loses employment/medical coverage.
Discontinue coverage for yourself, your spouse/domestic partner, and/or any children you are currently covering under the Program when your spouse/domestic partner or child initially obtains employment/medical coverage.

You move out of an Hawaii Kaiser HMO service area or a Cigna Dental Care (CDC) Dental Plan network service area.

Elect a different medical (or dental) coverage option under the Program for the remainder of the plan year.

You involuntarily lost your alternative medical coverage, if you previously waived medical coverage under the Program.

Elect coverage for yourself and eligible dependents under the Medical Options and/or Dental Options for the remainder of the plan year.

Your spouse/domestic partner's open enrollment period.

Add coverage for yourself, your spouse/domestic partner and any dependent children during your spouse/domestic partner’s annual open enrollment period.
Discontinue coverage for yourself, your spouse/domestic partner and any dependent children during your spouse/domestic partner’s annual open enrollment period.

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You have a Medical Child Support Order (QMCSO).

Add a dependent to coverage under a valid QMCSO.
Drop a dependent because the dependent has other coverage through a valid QMCSO.

You become eligible for Medicare or Medicaid or you lose your Medicare or Medicaid coverage.

Add Hertz medical coverage.
Drop Hertz medical coverage.

How to Enroll

Steps to Take to Enroll Online

Enroll in Benefits

At the top of the page, navigate to Log In and select Enroll/Review Benefits to open Hertz Benefits in Benefit Solver.
On the login screen, enter your username and password to log in to your account.
Select Start Here in the main banner and begin selecting the plans you’d like to enroll in.
The enrollment system will walk you through each benefit category and allow you to review the costs and other options.
When you’ve made your selections and double-checked your information, including your dependents and beneficiaries, click I Agree to confirm your elections. You’ll know you’re done when you see a confirmation number.

Printing or saving a copy of your benefit election summary is always recommended. You can reach a Hertz Benefits Specialist by calling 800-654-3373 and selecting Option #3 for help or to confirm your enrollment details.

First time enrolling?

When you get to the login screen, you’ll need to register.

On the login screen under First Time Here, select Register.
Enter the company key (Hertz), your employee ID number, and your date of birth (DOB).
Once you’ve registered, you can create your own username, password, and security questions.

Access your benefits information on the go with the MyChoice® benefits app!

Available on both the Apple App Store and Google Play, you can review your plan details, see and change your beneficiaries, upload documents, access your ID cards, and chat 24/7 for help.

Your benefits are dependent upon where you live.

Make sure your location settings are accurately configured at the top of the page. You should select either USA Mainland & Alaska or Hawaii.

Have questions? We have answers.

Get Help Enrolling

Disclaimer: Depending on your employment classification, or if you are covered by a collective bargaining agreement, some of the benefits listed online may or may not apply to you. Please refer to your labor agreement and/or contact your Human Resource Business Partner for further information about the benefits available to you and any limitations or restrictions on eligibility.

Hertz Benefits

Locate Benefits Information Using the Menu Above

Hertz Benefits

Locate Benefits Information Using the Menu Above

Benefits Eligibility

Who Can Be Covered by Hertz Benefits

Who Can Enroll in Coverage

Eligibility Requirements

Please note that this is an overview of eligibility. For complete details, refer to the summary plan description (SPD) in the Document Library.

Mainland & Alaska

As a Hertz employee, you are eligible for Hertz benefits* if you work at least 30 hours per week and meet certain work hour requirements.

You have 30 days from your date of hire to enroll in or waive coverage.
For more information about new hire enrollment, including your enrollment deadline, visit the New Hire Hub.

Hawaii

If you are a regular full-time or part-time Hertz employee and work an average of at least 20 hours per week, your benefits become effective on the first day of the month following four (4) consecutive weeks of continuous employment.

The spouse or domestic partner of a benefits-eligible Hertz employee* can be covered under Hertz medical, dental, and vision coverage, as well as Dependent Life Insurance and AD&D coverage.

Domestic Partner Qualification & Affidavit

To qualify for domestic partner coverage, you and your partner must meet the criteria outlined in the Affidavit for Domestic Partner Benefits.
The Affidavit for Domestic Partner Benefits must be signed, notarized, and submitted to the Corporate Employee Benefits Department before any domestic partner benefits will become effective.
Any premium contributions made by Hertz on behalf of your domestic partner are considered taxable income to you.

The child(ren) of a benefits-eligible Hertz employee* can be covered under Hertz medical, dental, and vision coverage, as well as Dependent Life Insurance and AD&D coverage.

This includes:

Children, legal stepchildren, adopted children, and/or foster children up to age 26.
Unmarried children of any age who are incapable of supporting themselves due to a mental or physical disability that began before age 26.

*If both you and your spouse or domestic partner work for Hertz, only one of you can cover the other and/or your child(ren) under Hertz benefits. Under no circumstance can either employee have double coverage, nor can child(ren) be covered by both parents.

Dependent Eligibility Verification

If you enroll a new dependent, you may be asked to provide documentation to verify dependent eligibility. If you’re randomly selected to provide documentation, this will occur after you complete your benefits enrollment. Please note that falsifying information can lead to cancellation of dependent coverage and disciplinary action up to and including termination of employment.‍

The Affordable Care Act requires certain employers to offer affordable, minimum value medical coverage to all full-time employees. The company where your spouse works will be able to validate compliance with this requirement or indicate exemption from the regulation. This does not apply if both spouses work for Hertz and does not impact your ability to cover dependent children.

Benefits Contacts

Contact Hertz

AskHR & Hertz Benefits Specialists

AskHR is available from 9 a.m. to 6 p.m. EST (8 a.m. to 5 p.m. CST), Monday through Friday. Call 1-800-654-3373 and select Option 3.

Hertz Benefits Specialists are available from 9 a.m. to 6 p.m. EST (8 a.m. – 5 p.m. CST), Monday through Friday. Call 1-800-654-3373 and select Option 3.