Enrolling in Benefits
Access UKG Pro
Log in to e41.ultipro.com (or via your company’s SSO pathway, if required)
User name: Typically, last name followed by the first initial of first name (for example, Robert Smith = SmithR), but may be followed by a number in some cases.
Password: If defaulted, will be your 8-digit date of birth (mmddyyyy), and you will be prompted to change this password.
If you’re having trouble logging in, select the “Forgot your password?” link. If you need further assistance, contact your Human Resources team and they can reset your password.
How to Enroll
- Log in to e41.ultipro.com, click Myself > Benefits > Manage My Benefits.
- Select the event to begin.
- Confirm your elections and review your covered dependents and coverage carefully. Click “Check Out” and print or download the Confirmation page as a receipt. (You will see the following message when complete: “Congratulations! You successfully submitted your benefit elections!”.)
Need Help?
New for 2026!
Changing Medical Carriers We’re moving to Anthem BCBS (replacing BCBS of FL/FL Blue) with integrated pharmacy services, featuring exciting enhancements and lower rates for most coverage levels:
- Sydney Health app for a one-stop shop including access to EOBs, pre-authorizations, appointment setting, Rx fills, and more.
- Total Health Total You program benefits.
- Access to Hinge Health for Musculoskeletal services.
- Live chat, text capabilities, and real person Anthem Health Guides.
PPO Deductibles: $1,250 for Employee Only and $2,500 for Dependent Coverage
HDHP Deductibles: Transitioning to embedded structure ($3,400 Employee Only / $6,800 Family).
Preventive Dermatology: Now covered at 100%.
Virtual Care: $10 acute primary virtual care copay on the HDHP, and $10 copay for virtual mental health and diagnostic dermatology care on both plans.
PPO Plan: $40 copay (no deductible/coinsurance) when receiving x-rays and labs at an in-network freestanding (non-hospital) facility.
Dental: Second dental plan option through Delta Dental with lower rates.
Voluntary Benefits: Hospital Indemnity and Accident coverage offered through Lincoln Financial Group (LFG).
Roper 2026 OE Flyer
New Employees
View the Roper Technologies – 2026 New Hire Benefits Presentation here.
New hires and newly eligible employees have 30 days to either elect or decline coverage.
Evaluate Your Needs. Consider your prior health care usage and select plan options that fit your lifestyle and budget.
- Take regular prescription medications?
- Anticipating surgery?
- How many dependents (spouse/children) will you need to cover?
- How do these plans compare with what you or your spouse currently has?
Enroll within 30 days. After 30 days, you won’t be able to elect or make changes to benefits until the next open enrollment period.
Dual Enrollment in November and December
If you are a new hire or if you experience a qualifying event in November or December, you MUST complete two steps to receive benefits.
- Enroll in New Hire benefits or make qualifying life event changes for the current year.
- Complete Open Enrollment elections for benefits for next year.
IMPORTANT
If step 2 is not completed, you will not have any of your elected benefits for the next year.
Reach out to Roper Employee Benefits Service Center at 888-481-3284 if you need assistance!
Qualifying Life Events 1
Once your enrollment period ends, you won’t be able to make any changes to your benefits until the next Open Enrollment, UNLESS you have a qualifying life event such as:
- Marriage, divorce, or domestic partner relationship termination
- Birth or adoption of a child
- Death of a spouse, domestic partner, or child
- Child no longer qualifies for plan (e.g., turns 26 years old)
- Change in your employment status (full-time to part-time or part-time to full-time)
- Change in dependent’s employment status that results in gaining/losing health care coverage. Dependents include spouse, domestic partner or child under age 26.
If you have a qualifying life event, you must submit benefit election changes in UKG Pro within 30 days of the event. Otherwise, you’ll have to wait until the next Open Enrollment period.
1 You are responsible for submitting any qualifying life event changes in UKG Pro (Myself > Benefits > Manage My Benefits) within the 30 days immediately following the event. You will know you have successfully changed your elections when you see the message “Congratulations! You have successfully submitted your benefit elections!” Print the page for your records. If you don’t see the “Congratulations” message, then your changes have not been submitted.
Video: Qualifying Event
When Coverage Ends
Dependent Children at 26
When a covered dependent child reaches age 26, their coverage will automatically end at the end of their birth month. They will be offered the opportunity to continue their benefits through COBRA. A COBRA notice and enrollment information (from WEX) will be mailed to the home address shortly after the coverage ends.
End of Employment
If your employment with a Roper company ends, your health care benefits will end the last day of the month in which your employment ends. You may continue your benefits through COBRA. A COBRA notice and enrollment information (from WEX) will be mailed to your home address shortly after your coverage ends. You may find more affordable options for you and your covered dependents through:
- The Health Insurance Marketplace (visit HealthCare.gov)
- Medicaid
- Other group health plans (such as a spouse’s plan)
Job loss is a qualifying life event that allows you to enroll in these plans outside Open Enrollment. Life and disability benefits end immediately, and Lincoln Financial Group will send life portability and conversion paperwork.
Eligibility
Employees
Regular full-time employees working at least 30 hours per week are eligible for all company health and welfare benefits and automatically receive company sponsored life insurance, accident coverage, disability insurance, and more.
Temporary full-time employees and regular part-time employees that averaged at least 30 hours per week in ACA measurement period (11/1 prior year to 10/31 current year) are eligible for medical coverage, commuter, and EAP only.
All active employees are eligible for commuter and EAP.
Dependents
- Your legal spouse or your domestic partner.1
- Your child, your spouse’s / domestic partner’s child, adopted child, or stepchild up to age 26.
- Your eligible child(ren) over age 26, if they are solely dependent on you for financial and physical support as the result of a total disability that occurred prior to attaining age 26. Documentation will be required by the medical carrier.
Dependent Exceptions
- Employees with a spouse, domestic partner, or child dependent that are also employed by a Roper company and receive employer-sponsored medical, dental, or vision insurance cannot be insured twice by being added as a dependent on your insurance.
- If both parents of a dependent child work at a Roper company, only one can claim the child as a dependent for health care benefits.
1 A domestic partner is defined as someone who has shared a primary residence with you for the preceding consecutive 12 months, at least 18 years of age, and plan to continue the relationship indefinitely, or with whom you have registered the relationship with any state or local government domestic partner registry.
Verifying Dependent Eligibility
Whether enrolling for the first time or making changes to your benefits, you are responsible for certifying that your covered dependents meet the dependent eligibility requirements and that your life event is a qualifying life event. The company may perform random audits to verify qualifying life events and dependent eligibility. If requested, you will have 30 days to provide documentation.
| Dependent | Verification Documents | |
|---|---|---|
| Spouse/marriage | Marriage license AND first page of jointly filed federal tax return AND (if applicable) proof of spouse/domestic partner employment and medical benefit status | |
| Common-law spouse (only in states where recognized) |
Spouse/domestic partner affidavit AND proof of joint residency AND (if applicable) proof of spouse/domestic partner employment and medical benefit status | |
| Domestic partner (same sex or opposite sex) |
Domestic partner registry or spouse/domestic partner affidavit AND proof of joint residency for at least the preceding consecutive 12 months AND (if applicable) proof of spouse/domestic partner employment and medical benefit status | |
| Child, stepchild, adopted child, or by court order |
| |
| Divorce | Divorce decree from court signed by the judge | |
| Termination of domestic partner relationship | Document from local government domestic partner registry showing date of termination, or domestic partner relationship termination affidavit | |
| Gain in health care coverageYour spouse/domestic partner/child gains coverage through their employer or a state health care plan |
| |
| Loss of health care coverageYour spouse/domestic partner/child loses coverage through their employer or no longer qualifies for coverage through a state health care plan |
| |
| Death of a spouse, domestic partner, or child | Certified death certificate | |
Questions? Please click on Contacts & Resources for help.