If you’re a full-time or part-time Lam employee who works 20 or more hours per week, you’re eligible for Lam benefits. Coverage begins on your date of hire or the date of your qualifying life event if you enroll within the required 30-day period.


You’re eligible for benefits on your date of hire if you’re scheduled to work at least 20 hours per week. You must enroll within 30 days of your start date. 

Note that it may take a week or more for your employee record to appear in PlanSource (where most benefits enrollment occurs) and with Fidelity (where 401(k) enrollment occurs).

See New to Lam Research for a full list of benefits that require enrollment and those you receive automatically.

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If you enroll yourself for coverage, you may also enroll your eligible dependents in certain coverage.

Eligible dependents include:

  • Your legal spouse
  • Your eligible children
  • Your same-sex or opposite-sex domestic partner

No other family members, including parents, are eligible, even if they live with you. For help finding medical coverage for other loved ones, contact Health Advocate.

Definition of eligible children

Definition of eligible domestic partner

When to drop dependents

You must drop coverage for your dependents within 30 days of an event that makes them ineligible for Lam coverage. This includes:

  • Your spouse upon divorce or legal separation
  • Your domestic partner upon dissolution of your partnership
  • The children of your spouse (who are not your children) upon divorce or legal separation
  • The children of your domestic partner (who are not your children) upon dissolution of your partnership
  • A child who turns 26

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Interns are eligible for the following benefits. Coverage for you, your spouse/domestic partner, and your eligible children begins on your date of hire.

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Continuing health coverage under COBRA

Under COBRA (the Consolidated Omnibus Budget Reconciliation Act of 1985), you and your covered dependents can pay to keep your medical, dental, vision, Employee Assistance Program (EAP), and Health Care Flexible Spending Account (FSA) benefits.

Events that qualify you or your dependents for COBRA eligibility:

  • You lose coverage because of reduced work hours or taking an unpaid leave, other than leave under the FMLA
  • You terminate employment for any reason other than gross misconduct
  • You or your dependent is disabled, as defined by the Social Security Act, at the time of the qualifying event or during the first 60 days of COBRA continuation coverage
  • Your child no longer qualifies as a dependent
  • You die
  • You and your spouse divorce or legally separate

For more COBRA information, see Leaving Lam and the COBRA rates.

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Where to learn more

All the details about benefits eligibility are in the Benefits Information Guide—Summary Plan Description [PDF].

If you have questions, contact the Benefits Help Desk.

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