Knowing that you and your family are covered is more important than ever. You can sign up for one of our plans anywhere in Tennessee between Nov. 1 and Dec. 15. Let us help find the plan that’s right for you.
Whether you'd rather pay less each month or prefer having more control of your overall costs, it helps to think about how you and your insurance will split expenses when looking for a plan.
Let's get started and find the plan that's right for you.
The Affordable Care Act (ACA) is a law that was passed in March 2010 to make health insurance affordable and available to more people. If you qualify for an ACA plan, you'll get financial help to lower your monthly payment and health care costs through a tax credit. You might be eligible for a tax credit based on your annual income and the size of your family.
Who's eligible for a tax credit?
| Family Size | Income Ranges |
|---|---|
| Individual | $12,760 - $51,040 |
| Family of 2 | $17,240 - $68,960 |
| Family of 3 | $21,720 - $86,880 |
| Family of 4 | $26,200 - $104,800 |
| Family of 5 | $30,680 - $122,720 |
| Family of 6 | $35,160 - $140,640 |
Out-of-pocket costs are the expenses for your health care that your insurance doesn't cover. This can include things like deductibles, coinsurance, copayments and other services.
See the out-of-pocket costs for each of our plan levels.
| Plan level | Through the Marketplace |
Through BlueCross |
Deductible | Member Coinsurance |
Out-of-Pocket Maximum | Works with HSA? |
|||
|---|---|---|---|---|---|---|---|---|---|
| Individual | Family | Individual | Family | ||||||
| B07 | Bronze B07 |  |
|
$5,950 | $11,900 | 50% | $6,900 | $13,800 | |
| B08 | Bronze B08 | |
|
$8,550 | $17,100 | 50% | $8,550 | $17,100 | |
B10 |
Bronze B10 |
|
|
$6,600 | $13,200 | 50% | $8,150 | $16,300 | |
B11 |
Bronze B11 |
|
|
$6,400 | $12,800 | 50% | $8,550 | $17,100 | |
| S01 | Silver S01 | |
|
$750 | $1,500 | 50% | $7,800 | $15,600 | |
| S04 | Silver S04 | |
|
$3,500 | $7,000 | 50% | $7,900 | $15,800 | |
S20 |
Silver S20 |
|
$5,600 | $11,200 | 50% | $7,000 | $14,000 | ||
S21 |
Silver S21 |
|
|
$4,000 | $8,000 | 50% | $8,000 | $16,000 | |
S21 |
Silver S21 |
|
|
$3,900 | $7,800 | 50% | $8,000 | $16,000 | |
S22 |
Silver S22 |
|
$3,500 | $7,000 | 50% | $8,000 | $16,000 | ||
| G06 | Gold G06 | |
|
$2,750 | $5,500 | 20% | $6,350 | $12,700 | |
G07 |
Gold G07 |
|
|
$1,000 | $2,000 | 45% | $6,000 | $12,000 | |
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Here's how the prescription costs break down based upon your plan level.
| Plan level | Copay and Coinsurance Ranges | |||
|---|---|---|---|---|
| Generics | Preferred Brand Drugs | Non-Preferred Brand Drugs | ||
| B07 | Bronze B07 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| B08 | Bronze B08 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| B10 | Bronze B10 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| B11 | Bronze B11 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| S01 | Silver S01 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| S04 | Silver S04 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| S20 | Silver S20 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| S21 | Silver S21 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| S22 | Silver S22 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
| G06 | Gold G06 | $8 Copay | $35 Copay | $60 Copay |
| G07 | Gold G07 | Deductible/Coinsurance | Deductible/Coinsurance | Deductible/Coinsurance |
| $10 Preventive Rx Copay | $35 Preventive Rx Copay | $60 Preventive Rx Copay | ||
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Deductible: The amount you pay each year before your health plan begins paying.
Coinsurance: The percentage of costs for care that you'll pay - usually after you've paid your deductible.
There are two ways to shop for a plan – with or without financial help. You can always contact us to talk about which option will work for you.
See if you’re eligible for financial help when buying one of our plans on the Marketplace.
Nine out of 10 qualify for individual and family plans with financial help
Financial help is based on your income and the size of your family
Even if you don’t qualify for financial help, we have health insurance plans that have what you’re looking for and fit your budget too.
If you’ve had a baby, adopted a child or had a dependent placed in your care by a court order, your SEP period starts on the date of birth or placement and lasts 60 days. You’ll need to provide acceptable documentation to enroll in a plan.
Your SEP period starts on the date of your marriage and lasts 60 days. You’ll need to provide acceptable documentation to enroll in a plan.
When you lose your minimum essential health health coverage (for example, due to loss of a job), your SEP starts 60 days before loss of coverage and lasts 60 days after loss of coverage. You’ll need to provide acceptable documentation to enroll in a new plan.
When you lose your health coverage because of divorce, legal separation or death of another plan member, your SEP lasts 60 days after loss of coverage. You’ll need to provide acceptable documentation to enroll in a new plan.
If you’ve moved, or are planning to move, outside your plan’s service area, your SEP starts 60 days before your planned move and lasts 60 days after your move. You’ll need to provide acceptable documentation displaying your new address to enroll in a new plan.
Your SEP period starts on the date you gain access to an Individual Coverage Health Reimbursement Account (ICHRA) or are provided a Qualified Small Employer Health Reimbursement Account (QSEHRA). If the date of the employer notice is at least 90 days prior to the start of the HRA, you can enroll 60 days prior to the start of the HRA. If the date of the employer notice is less than 90 days prior to the start of the HRA, you have up to 60 days after the start of the HRA to enroll. You’ll need to provide acceptable documentation to enroll in a new plan.
