Dependent Eligibility Verification (DEV) is a process to confirm that any dependent you enroll in Microsoft’s health and wellbeing plans meet the eligibility criteria. This includes spouses, domestic partners (DPs), and children.

To maintain compliance with federal regulations, preserve the integrity of our benefit programs and manage healthcare costs responsibly, Microsoft is implementing DEV. Verifying dependent eligibility helps prevent ineligible individuals from receiving coverage, which can lead to unnecessary expenses, tax liability and legal risks for Microsoft due to (inadvertently) inconsistent application of the plan’s eligibility terms from one employee to another. This can result in cost increases for participants as well as for Microsoft, and jeopardize the tax qualified status of our plan’s benefits in some cases.

Effective October 8, employees who experience a qualifying life event—including, but not limited to, marriage, new domestic partnerships, birth, or adoption—will be required to provide documentation of the event. Additionally, any employee who adds a dependent to Microsoft health coverage (medical, dental, and/or vision) will be required to provide documentation of their dependent’s eligibility.

In February 2026, Microsoft will conduct a full dependent verification audit. As part of this one-time audit, employees with covered dependents who were added prior to October 8, 2025, will be required to provide documentation confirming their eligibility under our plans. Dependents who are not verified by the end of the audit will be removed from Microsoft benefit plans at that time and will be ineligible for COBRA coverage.

• Prospective Verification: Starting October 8, 2025, all new hires and employees making changes due to Qualified Life Events (e.g., marriage, birth, divorce) and Open Enrollment must submit documentation at the time of enrollment.

• Retrospective Audit: Starting in February 2026, all employees with enrolled dependents prior to October 8, 2025 will be asked to provide documentation. Failure to comply will result in removal of those dependents with no eligibility for COBRA.

Accepted documents vary by event and dependent type. Examples include:

• Page 1 of your most recent Form 1040 (preferred)

• Marriage or birth certificates

• Utility bills or other official documents showing shared residence

If documentation is not submitted by the deadline, your dependent(s) will be removed from coverage and will not be eligible for COBRA.

The MyChoice mobile app is the easiest way to provide documentation for verifying your dependents. To learn more about the app and download it, visit aka.ms/BenefitsEnroll, find the MyChoice mobile app link, and select “Access the App.” 

You can also upload documentation directly within the Benefits Enrollment tool at aka.ms/BenefitsEnroll. If you encounter issues, contact Businessolver Dependent Verification Support at 866-477-8177.

Reach out to the Businessolver Dependent Verification Support at 866-477-8177 immediately. In some cases, exceptions may be reviewed, especially if you can demonstrate a good-faith effort to comply.

No. Verification for each dependent is a one-time process, which means you won’t need to verify the same dependents again next year as long as they remain eligible.

The Eastside Health Network (EHN), which staffs the HCP, will dissolve on January 1, 2026. As a result, Microsoft will no longer be able to offer the HCP starting in January 2026.

If you’re currently enrolled in the HCP, your existing coverage will continue through the rest of the 2025 calendar year. If you are currently enrolled in the HCP and take no action during Open Enrollment, you will automatically be enrolled in the Health Savings Plan for 2026. Visit the benefits portal to view a Health Plan Comparison chart available to you to help you understand how coverage is provided under the various plan options.

Yes, if you elect to (or automatically) move from the HCP to the Health Savings Plan with Premera, you will receive a new ID card. Be sure to update all your providers and pharmacies for services effective January 1, 2026. Your ID number will remain the same, but your new ID card will have a different prefix (MSJ) and include your 2026 cost share details.

There isn’t an exact replacement plan, but there are some similarities depending on the plan. You still have access to the Health Savings Plan (HSP) through Premera, which has a deductible but uses the same provider network as the HCP. You also have access to the Surest Plan, which offers a similar copay experience but with a different provider network. If you are located in Washington or California, you also have access to Kaiser, a HMO plan. Visit the benefits portal to view a Health Plan Comparisons.

For additional clarification regarding specific benefit coverage, please contact the plan administrators using the contact information below.

• Premera Customer Service: 1-800-676-1411, microsoft@premera.com

• Surest Customer Service: 1-866-222-1298

• Kaiser Washington: 1-888-901-4636

• Kaiser California: 1-800-464-4000

If you enroll in the Health Savings Plan through Premera, you'll continue to have access to the same provider network. If you choose a different Microsoft plan, be sure to check whether your providers are in-network under that plan.

• For Premera plans, please visit the Premera medical directory at https://Premera.com or call (800) 676-1411.

• For the Surest plan, visit the online Surest provider directory at https://benefits.surest.com access code: Microsoft 2026 or call (866) 222-1298.

Additionally, all enrollees in Premera and Surest plans (including active employees, dependents, and COBRA beneficiaries) also have access to the Embold Health Provider Guide, a tool that helps you find highly rated healthcare providers in your area and insurance network. Embold uses healthcare claims data to score how well a doctor historically has performed in diagnosing patients, prescribing treatment plans, and delivering health outcomes. These scores are developed using common and accepted measures in the medical community. Embold has also recently launched an advanced chatbot powered by Microsoft Conversational AI, designed to streamline the process of locating high-quality providers. This intelligent solution delivers faster, more personalized support—making it easier than ever to connect and find trusted care.  

This provider lookup tool displays in-network provider information for Microsoft’s Premera and Surest plans only. For information about Kaiser in-network providers, please contact Kaiser directly at:

• Kaiser Washington: 1-888-901-4636

• Kaiser California: 1-800-464-4000

If you select the Premera Health Savings Plan (HSP) for 2026, any prior authorization previously approved by Premera for an upcoming treatment will carry over to the HSP and you will not need to submit a new one.

If you select the Surest or a Kaiser plan for 2026, you will need to contact Surest or Kaiser directly to confirm your benefit options. For additional clarification regarding specific benefit coverage, please contact the plan administrators using the contact information below.

• Premera Customer Service: 1-800-676-1411, microsoft@premera.com

• Surest Customer Service: 1-866-222-1298

• Kaiser Washington: 1-888-901-4636

• Kaiser California: 1-800-464-4000

As of January 1, 2026, the maternity bundle under the Health Connect Plan will end. If you enroll in the Health Savings Plan, standard maternity coverage and cost shares will apply. Under the Health Savings Plan, maternity care is covered 90% after the deductible when using an in-network provider and facility. 

Under the Surest plan, routine prenatal and postnatal office visits, including labs and tests have a $0 copay. Inpatient delivery copays vary from $500-$1,300 depending on the provider you choose.

Go to aka.ms/benefits to review the Summary Plan Description for additional coverage details.

Yes, members enrolled in the HSP and Surest plans are eligible for the $1,000 doula allowance.

Go to aka.ms/benefits to review the Summary Plan Description for additional coverage details.

Yes, your prescription coverage will continue if you enroll in the Health Savings Plan. If you're using medications that require prior authorization (such as certain brand-name or specialty drugs), your existing approvals will carry over into 2026. Preventive drugs will continue to be covered at 100%, and other prescriptions are covered at 90% after the deductible is met.

If you switch to the Surest or Kaiser plans, your prescription coverage will change. Prior authorization does not transfer between plans. You'll need to go through the new plan's prior authorization process for any medications that require it. Each has its own drug formulary, pharmacy network, and cost structure, please review the Summary Plan Description at aka.ms/benefits to learn more. 

If you have specific drug coverage questions and want to talk to a customer service representative to learn more, you can contact Surest at 1-866-222-1298 or Kaiser Washington at 1-888-901-4636.

If you enroll in the Health Savings Plan for 2026, you will have access to Premera Personal Health Support Clinicians.  Premera will reach out to assist those members with the transition.

Additionally, all enrollees in the Health Savings Plan and Surest Plan will also have access to the Embold Health Provider Guide, a tool that helps you find highly rated healthcare providers in your area and insurance network.

Prescription eyeglasses are included under the materials allowance for vision benefits. These benefits may also extend to prescription Smart glasses. Additionally, prescription sunglasses are covered. Members are eligible for a 20% discount on non-prescription sunglasses that are not covered under the materials allowance at participating in-network providers. Discounts on services or materials may not be available at all participating in-network providers. Prior to your appointment, please confirm with your provider whether discounts are offered.

The $500 total in-network allowance can be utilized for the purchase of more than one pair of glasses. Additionally, an overage discount is available at participating in-network providers if you exceed your material allowance balance. In certain states members may be required to pay the full retail rate and not the negotiated discount rate with certain participating in-network providers. Discounts on services or materials may not be available at all participating in-network providers. Prior to your appointment, please confirm with your provider whether discounts are offered. Enrolled dependents will have the same coverage as the subscriber/employee, which allows them to purchase more than one pair of glasses with the $500 total materials allowance. 

Apple Pro inserts manufactured by Zeiss, which is out-of-network, can be purchased directly. To seek reimbursement, members should log in to their account at eyemed.com/Microsoft, complete the out-of-network claim form, and upload itemized receipts.

Yes, prescription sports eyeglasses are covered by the vision benefits. Premade/prefabricated sports goggles, however, are not covered.

No, the in-network and out-of-network material allowances cannot be combined. Members are entitled to a $500 materials allowance when utilizing benefits with in-network providers. Alternatively, they can receive reimbursement of up to $350 for materials purchased out-of-network. Once you elect a type of provider (either in-network or out-of-network), you must continue to use the same type of provider for the materials allowance for the remainder of the calendar year.

The spousal surcharge only applies if your spouse has access to other employer-sponsored coverage but declines that other coverage and enrolls in Microsoft’s plan instead. Effective January 2026, the spousal surcharge will increase from $150 to $250 per month. 

Due to rising healthcare costs across the industry, we are increasing our spousal surcharge for the first time in 20 years so Microsoft can remain competitive* and continue to offer sustainable world-class benefits to our employees and their families. This only applies if your spouse has access to other employer-sponsored coverage but declines that other coverage and enrolls in Microsoft’s plan instead.

If your spouse or domestic partner is currently enrolled in a Microsoft medical plan and either doesn’t have access to other employer coverage or is enrolled in such other employer coverage (and thus is in the Microsoft plan as secondary), they can continue their enrollment at no additional cost.

*Other companies often charge a spousal surcharge on top of employee premiums.

Benefit deductions will be spread across the standard 26 pay periods and will NOT be applied to the 27th paycheck, on December 31, 2026.   This means this final paycheck may be larger than you’re used to seeing. 

All enrollees in Premera and Surest plans (including active employees, dependents, and COBRA beneficiaries) have access to the Embold Health Provider Guide, a tool that helps you find highly rated healthcare providers in your area and insurance network. Embold uses healthcare claims data to score how well a doctor historically has performed in diagnosing patients, prescribing treatment plans, and delivering health outcomes. These scores are developed using common and accepted measures in the medical community. Embold has also recently launched an advanced chatbot powered by Microsoft Conversational AI, designed to streamline the process of locating high-quality providers. This intelligent solution delivers faster, more personalized support—making it easier than ever to connect and find trusted care.