The Consumer Directed Health Plans (CDHPs), offered through Anthem and Kaiser, are paired with a Health Savings Account (HSA), a tax-advantaged account that helps you save for and pay for health care expenses. It is yours to keep, always—even if you change jobs or retire. An HSA can help protect you financially from predictable—or unexpected—health care costs.
Questions?
If you don’t find what you need on this page, try the FAQ.
How a CDHP with HSA works
Here are the basics:
- You’ll pay nothing for preventive care and most preventive care drugs.
- If you have really big medical expenses, the CDHP has you covered.
Under the CDHP, the most you’ll pay in any year (your out-of-pocket maximum) is:
| Medical coverage | Out-of-pocket maximum |
|---|---|
| Individual coverage | $4,000 |
| Family coverage | $8,000 |
| Per individual with family coverage (You don’t need to hit the entire family maximum of $8,000 before the plan begins to pay 100% of costs for that family member.) | $4,000 |
For everything in between, here’s how it works:
When you stay in-network, you'll pay your deductible for anything that isn't preventive care before the plan begins to share medical costs. Here are the deductibles:
| Medical coverage | Deductible |
|---|---|
| Individual coverage | $2,000 |
| Family coverage | $4,000 |
| Per individual with family coverage (You don’t need to hit the entire family deductible of $4,000 before the plan begins to pay 80% of costs for that family member.) | $3,300 |
- Once you meet your deductible, the plan will pay 80% of any additional eligible costs (you’ll pay 20%) until you reach your out-of-pocket maximum. This is called coinsurance.
- Once you reach your out-of-pocket maximum, the plan will pay 100% of all additional eligible costs.
You can use money in your HSA to cover your out-of-pocket costs, including your deductible.
For more details, see the 2024 medical plan comparison chart [PDF] or the 2025 medical plan comparison chart [PDF].
What you need to know
- With a CDHP, you’re responsible for more of your up-front health care costs (since you have a higher deductible to meet).
- Lam will contribute to your HSA—up to $1,300 for individual coverage or $2,600 for family coverage. Contributions are made on a per-pay-period basis and are prorated for new employees—but the HSA On Demand feature means you’ll have access to the company’s projected full-year contribution to pay for eligible expenses anytime during the year.
- You can contribute pretax money through paycheck deductions—up to $3,000 if you have individual coverage or $5,950 if you cover yourself and one or more dependents.
- Both CDHPs have lower per-paycheck costs than the other plan options, which makes contributing to your HSA more affordable.
- You’ll save on taxes three ways: You don’t pay federal taxes on the money you save; your balance earns interest, federal tax-free; and you don’t pay federal taxes on the money you withdraw, if you use it to pay for qualified medical expenses. (You will pay state taxes in California and New Jersey.)
- It offers growth potential: You have the opportunity to potentially grow your HSA by investing part of your balance.
- There’s no use-it-or-lose-it restriction. Unlike a Health Care Flexible Spending Account, which allows you to keep only $640 of any unused balance at the annual deadline, your HSA balance rolls over each year and keeps growing as your balance earns interest. (If you enroll in a CDHP with HSA, you are still eligible for a Limited Purpose Flexible Spending Account, which can be used for vision and dental expenses.)
- It’s portable: Your HSA is always yours to keep—including contributions from Lam Research—even if you leave Lam or retire.
- Your HSA will be opened automatically after you enroll in a CDHP, and Lam will begin making contributions. To contribute to your HSA from your paycheck, log in to PlanSource and select Update My Benefits. Then select HSA Election/Change from the drop-down menu. You may also set up your contribution by calling the Benefits Help Desk at 877-291-9494.
- Optum Financial is the administrator of the HSA and processes payments from your HSA. You may access your account and submit claims using the Optum Financial website or the Optum Financial app
How the plans compare
See how the Anthem and Kaiser plans compare in two scenarios.
Note: Both scenarios assume only in-network providers are used.
Scenario 1: meet Maria
Scenario 1: meet Maria
Maria is single and in excellent health. She gets an annual checkup and well-woman exam and needs an occasional prescription. She works hard to be physically active most days and follows a nutrition plan from Lam’s Live Well program to be sure she is on track to maintain her good health. Maria chooses not to use money from her HSA to pay out-of-pocket costs.
Here’s how her costs compare:
| Anthem CDHP with HSA | Anthem Base PPO | Kaiser CDHP with HSA | Kaiser Deductible HMO | |
|---|---|---|---|---|
| In-network preventive care | $0 | $0 | $0 | $0 |
| Two prescriptions (one generic, one preferred brand, actual cost $110) | $110 | $25 | $110 | $40 |
| Company contribution to HSA | –$1,300 | N/A | –$1,300 | N/A |
| Payroll deductions | $1,235 | $1,664 | $1,072.50 | $2,723.50 |
| Total annual expense | $1,345 | $1,689 | $1,182.50 | $2,763.50 |
| Remaining HSA balance | $1,300 | N/A | $1,300 | N/A |
In either CDHP with HSA, Maria pays significantly less for coverage than with the PPO or HMO. Plus, she has $1,300 from Lam in her HSA to use in the future (and she can also contribute to the HSA).
Scenario 2: meet Don
Scenario 2: meet Don
Don is married, with four children. His family consistently reaches the out-of-pocket maximum—two kids play competitive sports (injuries are common) and have allergies. Don is managing high blood pressure and cholesterol with medication and regular specialist visits. His wife also suffers from allergies, and she has a knee surgery planned that will require several visits with a physical therapist.
Here’s how his costs compare:
| Anthem CDHP with HSA | Anthem Base PPO | Kaiser CDHP with HSA | Kaiser Deductible HMO | |
|---|---|---|---|---|
| Out-of-pocket maximum | $8,000 | $7,000 | $8,000 | $5,000 |
| Company contribution to HSA | –$2,600 | N/A | –$2,600 | N/A |
| Payroll deductions | $4,225 | $5,707 | $3,633.50 | $8,346 |
| Total annual expense | $9,625 | $12,707 | $9,033.50 | $13,346 |
| Remaining HSA balance | $0 | N/A | $0 | N/A |
In either CDHP with HSA, Don pays less for health care than with the PPO or HMO.
Is a CDHP with HSA right for you?
Consider enrolling in a CDHP with HSA if:
- You want to preserve as much of your paycheck as you can. The employee contribution is lower than for a traditional PPO or HMO, and Lam helps fund your HSA to cover eligible expenses, including meeting your deductible.
- You’re thinking ahead and want an easy way to prepare for future expenses—or an alternative way to save for medical expenses in retirement.
- You want control of your expenses: You like being able to decide what to pay from your HSA and what to pay out of pocket—and you want to be able to change that contribution amount at any time.
- You’re interested in the tax savings you get by contributing pretax money to an HSA (and appreciate the opportunity to invest the funds).