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Which U.S. retiree medical program? Current, "Pre-2003" or Digital? If leaving or recently left, see Leaving HP or HPE. (Page updated Mar 13, 2026) Click to join our forums Question? Email us: info@hpalumni.org This info is for U.S. only. For countries other than the U.S., how to contact HR for a specific country: Worldwide HP and HPE Country Contacts There are three HPInc retirement medical programs -- the current "HP Retiree Medical Program," the "Pre-2003 HP Retiree Medical Program" for long-service HP employees, and the "Digital Retiree Health Program" for DEC retirees. Note: "Pre-2003" refers to the year when HP implemented the program, not your retirement year. Most recent HP retirees qualify for the HP Retiree Medical Program under which retirees pay the full cost of coverage with potential HP funding via a Retirement Medical Savings Account. Some qualify for one of the legacy Retiree Medical Programs, usually subsidized via a Retirement Medical Savings Account: - Pre-2003 HP Retiree Medical Program: "May apply if you retired from HP before 2003, or if you were with HP on December 31, 2002, and retired at a later date with eligibility for the program (this typically meant retiring at age 55 or later with at least 15 years of qualifying service, having at least 62 age-plus-service 'points' as of December 31, 2005, and being within five years of qualifying as of June 30, 2007). This program generally does not apply if you joined HP through the Compaq or EDS acquisitions." - Digital Retiree Health Program: "May apply if you retired from Digital Equipment Corporation before the Compaq acquisition, or if you were paid on the former Digital payroll as of February 28, 1999, were at least age 50 with five years of qualifying service at that time and retired from Compaq or HP at age 55 or later with at least 10 years of qualifying service." The annual subsidy amount depends primarily on your years of service. Log in to your Benefits Center account -- or call -- to see which program you are on: https://www.hpalumni.org/BenefitsCenters Study your annual enrollment documents -- mailed to most retirees in October. If you don't have a copy handy, download and read the enrollment materials from the independent HP Alumni website: - HPInc -- "2026 Retiree Benefits Enrollment Guide" https://www.hpalumni.org/enroll-docs-hpinc - HPE letter and FAQ -- "A new approach to HPE retiree medical benefits for 2026" https://www.hpalumni.org/enroll-docs-hpe How to check your reimbursements. Tips: https://www.hpalumni.org/enroll-rra-audit Health Coverage -- through former employer or otherwise. Advice and reference info from HPAA members: https://www.hpalumni.org/health HPE. Some long-service HPE retirees are covered by the HPInc "Pre-2003 Retiree Medical Program." Legally retirees of HPE. However, HPE has paid HP Inc to administer health benefits for those HPE retirees. (All other responsibilities for HPE retirees are handled by HPE.) Contact the HPInc Benefits Center. Agents at the HPE Benefits Center may not know about this. Agilent and Keysight. If you left the Hewlett-Packard Company before the Agilent spinoff and had worked in the HP businesses that became Agilent -- instrument, medical, analytical, component, etc. -- you are classified as a former employee or retiree of Agilent and sent a notice at that time. Includes employment verification and any retiree health coverage, pension, 401(k), etc. (Likewise, after the Keysight spinoff from Agilent, those who had worked in the HP or Agilent instrument business became retirees of Keysight.) Service at HP predecessor companies. Of HPInc's many predecessor companies, only HP and DEC ever had US retiree healthcare programs -- setting aside money over the years in dedicated trust funds. Employees of other acquisitions did not get credit under HP's long-service retiree healthcare program for service at the predecessor -- but generally did get service credit for other benefits. Details: https://www.hpalumni.org/health Which HP-related companies have me classified as a retiree or former employee? Due to acquisitions and spinoffs, may not be obvious: Which Company The key document for a US employee retirement or health plan is the legal Summary Plan Description (SPD). It includes plan details and an address at the employer for appeals. The current SPD takes precedence over any other written, online, or verbal information you may have been given -- but is still subject to change. The employer's plan administrator is required by law to provide the SPD upon request. How to obtain and decode: https://www.hpalumni.org/SPD-decode HP Retirement Medical Program details. We have a copy of the full algorithm used to determine a person's retiree medical program: https://www.hpalumni.org/Pre-2003-algorithm HR classification as "retired" uses a different set of criteria. If an employee left at 55 or older with at least 10 years of service, or left after 2010 with age-plus-years-of-service of at least 80, or left under an early retirement program -- HP and HPE generally classify the employee as "retired" -- regardless of how they left and whether or not they have any retiree benefits. (HPE also mentions "...or age 55 or older with at least 70 age-plus-service 'points' for equity grants.") Future of retiree healthcare: HP never made an explicit commitment to provide retiree healthcare in the entire history of the company. Of HPInc's many predecessor companies, only DEC had retiree healthcare. Prices paid by retirees will continue to rise due to the cap put in place in 2010. Details Link to this page: https://www.hpalumni.org/Pre2003 |
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