Enrollment
Information
Here's some helpful information as you complete your benefits enrollment. To view your paycheck contribution rates visit SanBenefits or click here to login via SSO.
Enrolling in Your Benefits as a New Hire
Visit SanBenefits to make your benefit elections within 30 days of your hire or rehire date. You can access SanBenefits by visiting www.sanbenefits.com, or through single sign-on (SSO) from your company intranet. If you visit SanBenefits directly, and it’s your first time enrolling, you’ll need to click “Register” under “First Time Here?” to set up your username, password and security questions. The company key is “santander” (case sensitive).
Once you’re in SanBenefits, you’ll have access to various resources to help you decide which benefits may fit the needs of you and your family.
- If you make your elections within 30 days of your hire or rehire date, your benefits will become effective on your date of hire or rehire, and will remain in effect throughout 2025 unless you experience a qualified life event such as gaining or losing coverage elsewhere, marriage, divorce or birth or adoption of a child.
- If you elect supplemental life insurance above the "guaranteed issue amount" (5x benefits pay, up to $500,000), your coverage will become effective once Securian (Santander’s life insurance carrier) approves your Evidence of Insurability (proof of good health).
If you're eligible for an HSA (and would like to receive Santander's HSA contribution), make sure to indicate this during your enrollment in SanBenefits. Your confirmation will be provided to Optum who will open your HSA. You'll receive your Optum HSA card within two weeks of the account being opened. Optum will contact you if they need additional information to open your account. You can track your HSA balance, request reimbursement, invest your HSA funds and more on Optum's website at www.optumbank.com. If you're enrolled in the PPO or HSA through UnitedHealthcare, you can access your HSA plan directly from the www.myuhc.com website. If you want to make pre-tax paycheck contributions to your Optum HSA, you'll make those during your enrollment in SanBenefits. You can start or change this contribution at any time by visiting SanBenefits, or through single sign-on (SSO) from your company intranet. Commuter benefit elections for pre-tax parking and/or pre-tax transit are made on Optum’s website (www.optumbank.com). You’re eligible to enroll in the Santander 401(k) plan upon your date of hire. For more information about the Santander 401(k) plan or to enroll, visit Empower at www.san401k.com.
ID Cards
You will receive a single ID card for both medical and prescription drug coverage which will be mailed to your home address in a plain white envelope approximately two to three weeks after you make your elections in SanBenefits. A copy of your card will be available on the UnitedHealthcare website and app (for PPO and HSA medical plans) or the Surest website and app.
You will receive an ID card for your Delta Dental benefits the first time you sign up for coverage or when you change the dependents you have covered. A copy of your card will be available on the Delta Dental website or app.
There are no ID cards for the vision benefits through Vision Service Plan (VSP). When you visit one of the providers, they will look up your coverage using your social security number.
Frequently Asked Questions
Who Is Eligible to Enroll in Santander Benefits?
If you are a regular full- or part-time employee regularly scheduled to work 20 or more hours per week, you are eligible to enroll in Santander medical, dental, vision, FSAs, supplemental life insurance, supplemental AD&D, supplemental LTD, critical illness, pet insurance and the pre-paid legal assistance program. Santander automatically provides core short- and long-term disability coverage, core life insurance and accidental death and dismemberment (AD&D) coverage and business travel accident (BTA) coverage. In addition, Santander provides coverage in the Employee Assistance Program for all employees, regardless of the number of hours they work.
If you elect coverage for a domestic partner who is not a legal spouse or dependent defined by the IRS, a portion of your paycheck contributions for medical, dental and/or vision coverage will be made on an after-tax basis, and Santander will include in your taxable income the value of the employer-provided coverage.
How do I Make Changes to My Benefit Elections?
If you experience a qualified life event during the year, such as marriage, divorce or birth or adoption of a child, you may be eligible to make changes to your benefit elections provided that you make changes within 30 days of the date of the qualified life event. The change(s) you make must be consistent with the qualified life event and will be made in SanBenefits. Click here to visit SanBenefits via single sign-on (SSO).
What Family Members Are Eligible for Coverage?
You can enroll the following family members as eligible dependents in Santander medical, dental, vision, supplemental life insurance, critical illness coverage, and supplemental AD&D:
- Spouse or domestic partner.
- Child (natural, adopted, step or for whom you have documented legal guardianship) up to age 26.
- Child of your domestic partner up to age 26.
- Disabled child age 26+ who is wholly dependent on you for financial support.
Note: Ex-spouses are not eligible for coverage as of the date of the divorce. When you enroll a family member in coverage, you will be asked to complete an online attestation verifying that the family member satisfies the definition of an eligible dependent under Santander’s plans. Santander reserves the right to request documentation that verifies your family member is an eligible dependent.
What Happens if I Don’t Enroll?
You can enroll in or change your contributions to the 401(k) Plan, as well as your pre-tax HSA and commuter elections, at any time, but your next opportunity to enroll in the other health and insurance benefits will be Annual Enrollment for 2026, unless you experience a qualified life event. As a result, if you are a new hire and don’t take action, you only will have core short- and long-term disability coverage, core life and AD&D coverage, BTA coverage and coverage under the Employee Assistance Program (EAP).
Important Information for Connecticut Employees
Connecticut employees should read this Notice of Employee Rights Under the Connecticut Family and Medical Leave Act (CTFMLA) and Connecticut Paid Leave Act (CTPL) for reference. The notice explains leave of absence provisions as established by the Connecticut Department of Labor and Connecticut Paid Leave Authority.
Disclaimer
This document is intended to summarize the key provisions of the Santander health and welfare and retirement plans (otherwise referred to as “the Plans”). Any reference to “the Company” in this document applies to Santander Holdings USA, Inc., for itself and certain of its affiliated companies. Certain benefits under the Plans are available to eligible employees of each of these entities. Complete Plan details are contained in the official Plan documents, which govern in all cases.
Certain benefits under the Plans are provided through a “cafeteria” plan, which means that employees are provided with the opportunity to choose between one or more benefits offered to them and to pay for such benefits on a pre-tax payroll contribution basis. Although the Company expects the Plans to remain in place, the Company reserves the right to amend or terminate the Plan(s) in full or in part at any time for any reason. It is also possible that future changes in state or federal law may require that the Plan(s) be amended accordingly. The provisions of the Plans do not constitute a contract of employment between you and the Company.
This Guide is intended to be a summary of material modifications (SMM) for the applicable plans.
This site describes certain Santander benefit plans and policies. Your eligibility for and entitlement to a benefit mentioned herein are governed by the terms of the official plan document or policy. Santander reserves the right to amend or terminate its plans and policies in full or in part at any time for any reason. In the event of a conflict between this site and the official plan document or policy, the official plan document or policy will control. Your employment is at will.