'DISH Network employees planning their retirement should consider how income levels influence ACA subsidies, as even small adjustments in taxable withdrawals can affect future health care affordability.' – Tyson Mavar, a representative of The Retirement Group, a division of Wealth Enhancement.
Healthcare Provider Update: DISH Network Healthcare Provider and Cost Projections for 2026 DISH Network provides healthcare benefits to its employees through Cigna. As for the healthcare landscape moving into 2026, significant increases in costs are anticipated for many American consumers and employers. Health insurance premiums for Affordable Care Act (ACA) marketplace plans are expected to rise sharply, with projected hikes averaging around 20%, and some states nearing 66%. Contributing factors include the expiration of enhanced federal premium subsidies and the ongoing rise in medical expenses due to inflation and increased utilization of healthcare services. Consequently, a substantial portion of the population could face out-of-pocket premium increases exceeding 75%, making effective budgeting and proactive healthcare strategies essential for managing these impending costs. Click here to learn more
'DISH Network employees approaching retirement should recognize that proactive income and health care planning can make the difference between preserving subsidy eligibility and facing sharply higher ACA premiums.' – Paul Bergeron, a representative of The Retirement Group, a division of Wealth Enhancement.
In this article, we will discuss:
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How the expiration of enhanced ACA subsidies after 2025 could impact health care costs for retirees and early retirees.
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Real-life case studies illustrating how different individuals are adjusting to rising ACA premiums.
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Practical steps DISH Network professionals can take before enrolling in 2026 Marketplace plans.
by Brent Wolf, CFP®, Wealth Enhancement
As open enrollment for 2026 Marketplace plans begins, many households are seeing dramatic shifts in their renewal letters. Rising base premiums and the possible end of enhanced subsidies after 2025 could mean significantly higher out-of-pocket costs for anyone purchasing coverage through the Affordable Care Act (ACA) exchange.
The Kaiser Family Foundation (KFF) estimates that if Congress does not extend enhanced premium tax credits, average net premium payments could more than double in 2026. 1
“It feels like a second mortgage to pay this premium.”
Profile: A couple in their early 60s who retired a few years before becoming Medicare-eligible.
What changed: Their ACA premium had been manageable due to increased subsidies. Their renewal now indicates a rise of about $1,000 to $1,200 monthly if enhanced credits expire.
Decision pressure: They faced hard choices—drawing more taxable income from IRAs, going without coverage, or returning to the workforce for employer-based insurance.
Our response: We reworked their income plan to align with the ACA’s income-based subsidy structure. By controlling their Modified Adjusted Gross Income (MAGI) through smaller IRA withdrawals, use of cash reserves, and partial Roth conversions, we kept them eligible for key subsidies. Comparing a Bronze high-deductible plan with a health savings account (HSA) to a Silver plan revealed the Silver plan—thanks to cost-sharing reductions—was more economical given their expected medical treatments.
“I can’t risk losing coverage while battling an illness.”
Profile: A single client in her early 60s undergoing ongoing medical treatment.
What changed: Without enhanced subsidies, her premiums nearly tripled.
Decision pressure: Balancing affordability with the need to keep her care team and prescriptions consistent.
Our response: We prioritized staying with her provider network and controlling her out-of-pocket costs. A dedicated “medical reserve” fund—equal to one year’s maximum out-of-pocket limit—gave her a cushion without liquidating investments during market declines. We also worked with her physicians to identify lower-cost prescriptions through her plan’s formulary.
“The new premiums are hurting our business margins.”
Profile: A self-employed couple—one partner managing asthma and the other a cardiac rhythm condition.
What changed: Without subsidies, their net premiums are expected to rise sharply.
Decision pressure: Continue paying high premiums, choose a plan with a very high deductible, or seek W-2 employment for benefits.
Our response: We compared total annual costs for a Silver plan versus a Bronze option, factoring in frequent specialist visits and prescriptions. Once total medical costs were considered, the Silver plan proved more cost-effective. We also aligned their life and disability coverage and tailored their tax approach to reflect potential changes in premium tax credits.
“I’m young and healthy—do I even need full coverage?”
Profile: An independent contractor in their 20s with minimal expected medical use.
What changed: Premiums for mid- and high-tier plans nearly quadrupled.
Decision pressure: Choosing between a high-deductible Bronze HSA plan and catastrophic coverage.
Our response: We modeled three options—a Bronze HSA-eligible plan, a mid-tier plan, and catastrophic coverage. The Bronze HSA option offered the best mix of lower premiums and long-term tax benefits. Monthly automated HSA contributions build a future medical fund that can later be used for qualified health care expenses or Medicare premiums (excluding Medigap) after age 65.
Five Steps to Take Before You Enroll
1. Evaluate your total annual cost, not just the premium. Factor in deductibles, copays, and the possibility of reaching your out-of-pocket maximum.
2. Manage your MAGI carefully. ACA subsidies depend on income. Coordinate Roth conversions, capital gains, and IRA withdrawals strategically.
3. Verify your doctor and prescription coverage. Always confirm your plan’s provider network and formulary before enrolling.
4. Maintain a medical reserve fund. Hold six to 12 months of premiums plus a portion of your maximum out-of-pocket in cash or short-term Treasuries.
5. Finalize your plan by December 15. Open Enrollment for 2026 coverage ends on December 15, with plans effective January 1.
If Affordability Is a Concern
Choosing to go without insurance can expose you to serious financial strain in case of illness or accident. Consider the most affordable Bronze plan that still meets ACA minimum coverage requirements. If your income decreases during the year, you may become eligible for Medicaid or CHIP and qualify for a Special Enrollment Period. 2
How The Retirement Group Supports DISH Network Professionals
For DISH Network employees approaching or already in retirement, the intersection of rising health care costs and income planning can be complex. The Retirement Group focuses on helping clients navigate ACA subsidy rules, tax-efficient withdrawal strategies, and health care cost planning during retirement transitions.
To speak with an advisor about aligning your retirement income and health care planning, call (800) 900-5867 today.
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Sources:
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1. Cox, Cynthia, et al. “ACA Marketplace Premium Payments Would More Than Double on Average Next Year if Enhanced Premium Tax Credits Expire.” Kaiser Family Foundation (KFF) , 2025, pp. n.p., https://www.kff.org/affordable-care-act/aca-marketplace-premium-payments-would-more-than-double-on-average-next-year-if-enhanced-premium-tax-credits-expire/ .
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2. Centers for Medicare & Medicaid Services. ' Understanding Special Enrollment Periods. ' June 2025.
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Other resources:
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1. “When Can You Get Health Insurance? | Dates & Deadlines.” HealthCare.gov , U.S. Centers for Medicare & Medicaid Services, n.d., https://www.healthcare.gov/quick-guide/dates-and-deadlines/ .
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2. Publication 969: Health Savings Accounts and Other Tax-Favoured Health Plans. Internal Revenue Service, 2024, pp. 8–9, https://www.irs.gov/pub/irs-pdf/p969.pdf .
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3. “Silver vs. Bronze Plan Selection: Cost-Comparison Scenarios.” Centers for Medicare & Medicaid Services (CMS) , 23 Dec. 2024, pp. 1–3, https://www.cms.gov/files/document/silver-vs-bronze-cost-comparison-scenario-resource.pdf .
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4. Murphy, Tom. “Expect Health Insurance Prices to Rise Next Year, Brokers Say.” AP News , Associated Press, 24 Aug. 2025, https://apnews.com/article/health-insurance-drug-costs-2026-rates-c4d865ec09c7088ecc6b55dc520f3566 .
What type of retirement savings plan does DISH Network offer to its employees?
DISH Network offers a 401(k) retirement savings plan to help employees save for their future.
Does DISH Network provide any matching contributions to the 401(k) plan?
Yes, DISH Network provides a matching contribution to the 401(k) plan, which helps employees maximize their retirement savings.
What is the eligibility requirement to participate in DISH Network's 401(k) plan?
Employees at DISH Network are eligible to participate in the 401(k) plan after completing a specified period of service, typically within the first year of employment.
Can employees at DISH Network choose how much they want to contribute to their 401(k) plan?
Yes, DISH Network allows employees to choose their contribution percentage, up to the IRS annual limit.
What investment options are available in DISH Network's 401(k) plan?
DISH Network's 401(k) plan includes a variety of investment options, such as mutual funds, target-date funds, and other investment vehicles.
How often can employees change their contribution amount in DISH Network's 401(k) plan?
Employees at DISH Network can change their contribution amount at any time, typically through the online benefits portal.
Is there a vesting schedule for DISH Network's matching contributions in the 401(k) plan?
Yes, DISH Network has a vesting schedule for matching contributions, which means employees must work for a certain period before they fully own those contributions.
Can DISH Network employees take loans against their 401(k) savings?
Yes, DISH Network allows employees to take loans against their 401(k) savings, subject to specific terms and conditions.
What happens to the 401(k) plan if an employee leaves DISH Network?
If an employee leaves DISH Network, they can choose to roll over their 401(k) balance to another retirement account, cash out, or leave the funds in the DISH Network plan if eligible.
Does DISH Network offer financial education resources for employees regarding their 401(k) plan?
Yes, DISH Network provides financial education resources and tools to help employees make informed decisions about their 401(k) savings.
With the current political climate we are in it is important to keep up with current news and remain knowledgeable about your benefits.
DISH Network offers a comprehensive 401(k) plan to its employees, focusing on flexibility and growth. The plan allows employees to contribute between 1% and 50% of their eligible pay, with the company providing a 50% match on contributions up to $5,000 annually. In addition to this, DISH Network may offer profit-sharing contributions, decided annually by the Board of Directors, which could significantly boost retirement savings.
Eligibility for the 401(k) plan requires employees to be at least 19 years old and to have completed 90 days of service. Employees are automatically enrolled with a 3% contribution to a Target Date Freedom Fund unless they choose to opt out. The vesting for company contributions and profit-sharing increases by 20% annually, achieving full ownership after five years of service.
DISH Network's pension offerings include profit-sharing, which directly contributes to the 401(k) account, rather than a separate pension plan. There is no separate traditional pension plan mentioned; rather, the focus is on 401(k) contributions and profit-sharing, indicating that the company's retirement benefits are structured to maximize tax-advantaged savings through these defined contribution plans.
Layoffs and Restructuring: In 2023, DISH Network continued its restructuring efforts, which began in 2020, resulting in several rounds of layoffs. These actions are part of DISH’s broader strategy to reduce operational costs amid declining business performance and increasing debt levels. As of mid-2023, the company had laid off approximately 3,000 employees. DISH Network is also under financial pressure due to its costly expansion of the 5G wireless network and has been considering a merger with EchoStar to address these challenges. The impact of these layoffs is significant given the broader economic and investment environment, as the company’s financial instability could have long-term consequences on its workforce and operations. This news is crucial to monitor because of the ongoing economic uncertainty, rising interest rates, and potential implications for DISH’s debt refinancing
DISH Network offers stock options and Restricted Stock Units (RSUs) to its employees as part of its compensation package. Specifically, in 2023, DISH Network granted significant equity awards to key executives, including stock options and RSUs with vesting periods designed to retain top talent. For example, Mr. Hamid Akhavan, the newly appointed CEO, received an annual award of 750,000 RSUs with a one-year vesting period and a one-time award of 2,000,000 stock options with three-year ratable vesting. Similarly, other executives like Mr. John W. Swieringa, received 500,000 stock options and 200,000 RSUs, each with a five-year ratable vesting beginning in 2025.
These stock options and RSUs are typically made available to senior executives and key management personnel at DISH Network. The terms of these equity awards, including vesting schedules and eligibility, are outlined in the company’s SEC filings, such as the 10-K Annual Report and specific 8-K filings related to executive compensation agreements.
DISH Medical Plan (DMP): The primary health insurance plan offered by DISH, which includes a range of healthcare services, preventive care, and access to prescription drugs through OptumRx.
Health Savings Account (HSA): Employees can contribute to an HSA, which DISH supplements with free contributions, allowing for tax-advantaged savings for medical expenses.
Flexible Spending Accounts (FSA): These include a Health Care FSA, Dependent Care FSA, and Transportation FSA, offering employees additional ways to manage and save on healthcare and related expenses.
Employee Assistance Program (EAP): Provides confidential support for various personal and work-related issues, including mental health, with up to five free counseling sessions per issue per year.
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