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How to Access and Enroll in Target Employee Benefits

Target team members get health insurance at 25 hours per week, which is lower than most retailers require. The benefits package includes medical, dental, vision, a 401(k) with dollar-for-dollar matching up to 5%, tuition-free education through Dream to Be, paid family leave, and free 24/7 virtual healthcare. Here’s exactly how to access and enroll in everything.

Step 1: Log Into Workday

All benefits management runs through Workday (wd5.myworkday.com/target). You’ll use your TEID and password to log in. From the Workday home screen, go to Menu > Benefits to see your current enrollment, make changes, or start a new enrollment.

If you’re a new hire, Workday will prompt you to complete benefits enrollment during your first 30 days. Don’t skip this. If you miss the window, you’ll have to wait until the next open enrollment period or until you have a qualifying life event. For login help, see the Target login portals guide.

Pay stubs and tax forms like your W-2 are accessible through a separate system called Paperless Employee (paperlessemployee.com/target), which also works for former employees. But for benefits specifically, Workday is where you need to be.

Step 2: Choose Your Health Insurance Plan

Target offers medical, dental, and vision coverage. The health insurance threshold is 25 hours per week, which is unusually low for retail. Most competitors require 30 or more hours for eligibility.

1. In Workday, select Benefits > Health Insurance
2. Review available plans (Target typically offers multiple tiers)
3. Compare premiums, deductibles, and out-of-pocket maximums
4. Add dependents if needed
5. Confirm your selections

CirrusMD comes with every medical plan at no extra cost. This is 24/7 virtual care via text with a real doctor. No copay, no appointment needed. It covers non-emergency medical questions, prescriptions, and referrals. If you’ve ever needed a quick prescription refill or had a question at 11 PM, this is the benefit to use.

Spring Health is Target’s mental health benefit. You get free therapy sessions and coaching without needing a referral from your primary care doctor. This is separate from the EAP and has its own set of sessions.

Dental and vision are separate elections. You can choose one or both. Dental premiums are generally low, and the vision plan covers annual exams plus a discount on glasses and contacts.

Step 3: Set Up Your 401(k)

Target’s 401(k) is one of the better deals in retail. The company matches dollar for dollar up to 5% of your eligible pay, and the match vests 100% immediately. That means every dollar Target puts in is yours from day one. No waiting period to own the match.

1. In Workday, go to Menu > Pay > Retirement Savings
2. Set your contribution percentage (at least 5% to get the full match)
3. Choose your investment funds
4. Designate beneficiaries

Both full-time and part-time team members are eligible. If you’re not contributing at least 5%, you’re leaving free money behind. Even at Target’s starting wage of $15-$24 per hour, a 5% contribution with the full match adds up quickly over a few years.

Step 4: Explore Dream to Be (Tuition Assistance)

Dream to Be is Target’s education benefit. The company has invested over $300 million in the program, covering tuition, textbooks, and fees at more than 40 partner schools across 500+ programs. Eligible programs include certificates, associate degrees, bachelor’s degrees, and select master’s degrees.

This benefit is available on day one for both full-time and part-time team members. There’s no dollar cap on tuition, which sets it apart from programs like Kroger’s $21,000 lifetime limit. You apply through the Dream to Be portal, which is linked from Workday.

The no-cap structure is the real differentiator. If you’re pursuing a bachelor’s degree that costs $40,000 over four years, Target covers all of it (at partner schools). Walmart’s Live Better U charges $1/day out of pocket. Kroger caps at $21,000 lifetime. Target’s program has no ceiling, which makes a real difference for longer programs.

Step 5: Understand Your Paid Leave Options

Target’s paid leave package is stronger than most retail competitors:

1. Paid family leave: Up to 4 weeks at 100% pay for birth, adoption, foster placement, or family caregiving
2. Maternity leave: Additional time for birth mothers on top of family leave
3. Adoption/surrogacy support: $10,000 per child for adoption costs; $10,000 per attempt for surrogacy
4. Bereavement: Paid time off for family loss

You request leave through Workday under Menu > Time Off > Request Leave. Your HR leader can help you figure out which leave types apply to your situation.

The adoption and surrogacy benefits are worth highlighting. $10,000 per child for adoption expenses is generous by any industry standard, not just retail. And $10,000 per surrogacy attempt (not per successful birth) is even more unusual. If you’re exploring these options, talk to your HR leader before you start the process so the paperwork is in order.

Step 6: Know Your PTO Situation

Full-time hourly team members earn roughly 60 hours per year of PTO starting out. This increases with tenure, but the starting number is a frequent complaint among Target employees who compare notes with friends at other retailers.

Target does not use an attendance points system like Walmart does. Time-off requests go through Workday and are subject to manager approval based on store needs.

Read the full breakdown on the Target PTO policies page.

Step 7: Take Advantage of Additional Benefits

Beyond the core package, Target offers several benefits that team members tend to overlook:

DailyPay: Access up to 50% of your earned wages before payday. Enrollment is separate from Workday. This is helpful if you need cash between pay cycles, and there’s a small fee per transfer.

Team member discount: 10% off most merchandise plus 20% off wellness items (produce, activewear, health products). Starting April 2026, Target is adding 20% off adult owned-brand apparel. Stack with a RedCard for an extra 5% off. Over the past three years, team members have saved a combined $419 million through the discount program. Full details on the Target employee discounts page.

PerkSpot: Added in 2025, this gives you access to over 10,000 exclusive discounts on things like travel, dining, and electronics.

Life insurance: Basic coverage provided at no cost. Supplemental coverage available during open enrollment.

Short-term and long-term disability: Available for full-time team members.

Target is not unionized, which means benefits are set by corporate policy rather than negotiated through contracts. The upside is consistency across stores. The downside is you don’t have a union rep to push back if something changes.

For questions, Target HR is available at 1-800-394-1885, or see the Target HR contact guide. If you’re considering leaving Target, review your options on the Target benefits after termination page and understand how COBRA health insurance works after job loss. Visit the Target hub page for all Target employee resources.