Enrolling in Benefits
Access UKG Pro
Log in to https://roper-dl.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 https://roper-dl.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 2027!
Increased HDHP Deductible: If you’re enrolled in the High Deductible Health Plan (HDHP), your deductible will increase by $100 (to $3,500) for individual coverage and by $200 (to $7,000) for family coverage.
More Money from Roper in Your HSA: Your employer is contributing even more money this year to your Health Savings Account (HSA) to $800 (individual) / $1,400 (family).
Meet Lyra, Your Enhanced Mental Health Support Partner: We’re expanding mental health support with Lyra Health! A free benefit to all employees and their eligible family members, Lyra is a comprehensive, personalized experience that goes far beyond a traditional EAP by connecting employees and their families to high-quality therapy, coaching, and medication support, in addition to traditional EAP resources.
Expanded Preventive Care! Coronary Calcium Score Test: We’re adding the Coronary Artery Calcium Scoring Test to the preventive services covered under our medical plans for eligible members. The simple test can detect hidden plaque buildup before symptoms appear, giving you and your doctor an opportunity to take preventive action early.
REMINDER 401(k): Fidelity replaced Vanguard as our 401(k) recordkeeper effective October 2, 2026. Remember to log into your NetBenefits account, familiarize yourself with Fidelity’s retirement resources, and ensure your information, including your beneficiaries, is accurate.
Compare Your Medical Plans
Both plans use the Anthem BCBS provider network and cover preventive care at 100%.
| Features | HDHP | PPO |
|---|---|---|
| Payroll Deductions | Lower | Higher |
| Plan Design | Pay full cost of service until deductible is met. Plan then covers 80%. | Copay-based plan with a low deductible for some services. Plan covers 80% after deductible is met, when a deductible is required. |
| Deductible | $3,500 Individual $7,000 Family* |
$1,250 Individual $2,500 Family |
| Out-of-Pocket Maximum | $5,500 Individual $11,000 Family |
$4,000 Individual $8,000 Family |
| Copay | Limited copay options specific to certain virtual care services and preventive Rx. Deductible and coinsurance applies to all other services and prescriptions. | Office Visit: $25 Specialist Visit: $40 Urgent Care: $50 ER Visit: $200 |
| Roper Annual HSA Contribution (paid per pay period) | $800 Individual $1,400 Family |
N/A |
| Best for employees who want... | Lower payroll deductions, tax savings with an HSA, and are comfortable managing higher upfront costs. | Predictable costs with traditional copays and lower deductibles, and are comfortable with higher payroll deductions. |
*The family deductible is embedded. With an embedded family deductible, a single person can meet their individual deductible ($3,500), and the plan will begin to pay at 80%, even if the family deductible hasn’t been met yet, offering faster coverage for high-cost individual medical needs.
2027 HDHP Plan -SBC
2027 PPO Plan-SBC
2027 Monthly Medical Rates
| Medical | HDHP | PPO | ||||||||
|---|---|---|---|---|---|---|---|---|---|---|
| Employee | Employer | Employee | Employer | |||||||
| 2027 | 2026 | 2027 | 2027 | 2026 | 2027 | |||||
| Employee Only | $73 | $71 | $652 | $168 | $165 | $633 | ||||
| Employee + Spouse / Domestic Partner | $348 | $341 | $1,392 | $594 | $583 | $1,294 | ||||
| Employee + Child(ren) | $189 | $183 | $1,118 | $372 | $360 | $1,109 | ||||
| Employee + Family | $431 | $423 | $1,750 | $726 | $712 | $1,679 | ||||
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 | |
| Divorce | Divorce decree from court signed by the judge | |
| Gain in health care coverageYour spouse/domestic partner/child gains coverage through their employer or a state health care plan |
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| 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 |
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| Death of a spouse, domestic partner, or child | Certified death certificate | |
| Termination of domestic partner relationship | Document from local government domestic partner registry showing date of termination, or domestic partner relationship termination affidavit | |
| Child, stepchild, adopted child, or by court order |
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Questions? Please click on Contacts & Resources for help.