Enroll October 27 – November 17, 2025

We’re excited to announce PlanSource as our new benefits administration partner. PlanSource will manage Benefits Central, which includes both enrollment and support-center services.

New Enrollment Site

Starting this Open Enrollment period (October 27 – November 17), you’ll use the new Benefits Central site via PlanSource to select your 2026 benefits. This streamlined site can be accessed through the Benefits Central link in the Fast Access box on the HR Services home page.

Enrollment Details:

• For step-by-step instructions on using the new enrollment site, please refer to the Benefits Central Enrollment Guide.
• If you have any questions while you're enrolling, simply use the chat feature to connect directly with a service center representative, or contact the Benefits Central Support Center (see below).
• To complete and submit your 2026 benefit elections in Benefits Central, you must designate beneficiaries for your life insurance.
• New hires and employees with life event changes between October 27, 2025, and December 31, 2025, must complete enrollments in both the current 2025 enrollment site (US Benefits Enrollment/Changes) and the new Benefits Central Enrollment Site.

New Benefits Central Support Center

Beginning October 27, the Benefits Central Support Center will assist with the new enrollment site and 2026 Open Enrollment questions. You can also make benefit elections over the phone.

• Hours: Monday–Friday, 7 a.m.–10 p.m. Central Time
• Phone: 877-844-3333, option 2, option 2

HR Central will continue to handle 2025 benefits inquiries until December 31, 2025, at 877-844-3333, option 2, option 1.

Beginning January 1, 2026

• Contact Benefits Central for enrollment assistance and questions about medical, dental, vision, life, AD&D, and disability plans, as well as Health Savings Accounts, Flexible Spending Accounts, commuter benefits, Employee Assistance Program, dependent verification, and QMCSOs.
• Contact HR Central for all other benefits questions such as 401(k) and leaves of absence.

The Employee Supplemental Life Insurance maximum is increasing from $500,000 to the lesser of 10 times annual earnings or $1,000,000.

Special One-time Enrollment Opportunity

During Open Enrollment, you may elect for the first time or increase your existing supplemental life insurance coverage by 1 time your annual earnings up to the lesser of 10 times your annual earnings or $1,000,000, without proof of good health.

If your existing supplemental life insurance is limited to the current plan maximum of $500,000, it will be automatically rounded up to the full salary multiple you elected previously, not to exceed the new plan maximum of $1,000,000. Proof of good health will not be required for the increased coverage. The adjusted bi-weekly cost for your increased coverage will begin as of the January 16, 2026 paycheck date.

Example for an employee with annual earnings of $200,000:

• Previous election was 3 times annual earnings
• Coverage amount was limited to $500,000
• Coverage will be rounded up to $600,000 effective January 1, 2026

Increasing Coverage Due to a Qualified Life Event

If you experience a life event in 2026, such as marriage or birth of a child, you may elect or increase your existing supplemental life insurance. Though the maximum you can elect is increasing to the lesser of 10 times annual earnings or $1,000,000, guaranteed issue coverage (coverage that is approved with no proof of good health required) remains the same: the lesser of 3x annual earnings or $500,000.

As costs for health care are escalating across the country, employee biweekly contribution rates for both our medical and dental plans are increasing for 2026. These increases allow us to continue to offer high-quality coverage for our employees and their families. Rates for our vision and life insurance plans will remain the same in 2026.

Most Benefit Deductions Start January 16, 2026

• Change in Pay Periods: In 2026, there will be 27 pay periods instead of the usual 26, resulting in employees receiving 27 paychecks. This is due to the way the calendar falls next year.
• Benefit Deductions: Payroll deductions for benefits elected during 2026 Open Enrollment (or carried over from 2025) as well as voluntary benefits elected through YouDecide, will be taken out of 26 paychecks instead of 27. Deductions for these benefits will begin with the second paycheck of 2026, on January 16.
  
  Payroll deductions for benefits not included in Open Enrollment such as 401(k), Deferred Compensation, and Long Term Care, will be taken out of 27 paychecks.
• Benefit Election Effective Date: 2026 benefit elections will be effective January 1, 2026, regardless of the deduction start date of January 16, 2026.
• Potential Change to Imputed Income for Company-paid Basic Life: As part of our 2026 life insurance plan enhancements, lead and shift differential pay will be included with your annual salary to determine coverage amounts. This change may result in an increase in your imputed income on amounts above $50,000. Imputed income is the taxable value of non-cash benefits provided by an employer, such as life insurance or fringe benefits, that must be reported as part of your income.
• Potential Change to Payroll Deductions for Supplemental Life and AD&D: The enhancements to life plans for 2026 could result in increased coverage amounts and associated payroll deductions. To understand how these changes might affect you, please visit Benefits Central to review your coverage and see any potential deduction changes before your first payroll deductions in 2026.

Health Savings Account (HSA)

If you enroll in the HDHP medical plan for 2026, you are eligible for a Health Savings Account (HSA). The IRS has increased the maximum contribution amount in 2026 to $4,400 for individuals and $8,750 for families. This means that, in addition to the contribution Seagate makes to your HSA, you can save a bit more, including catch-up contributions if you are or will be 55 or older in 2026. You must enroll to contribute to your HSA in 2026, even if you were enrolled in 2025.

Seagate’s HSA Contribution for 2026

Seagate will continue to offer an employer match of 50% of your contribution to a maximum of $500 for employee-only coverage and $1,000 for family coverage. Seagate’s contribution is made each payroll period over the course of the full calendar year. Be sure to elect your 2026 contribution amount during Open Enrollment to maximize your Seagate matching biweekly contribution beginning with the first pay period in 2026.

2026 IRS Health Savings Account Contribution Limits*

Important note for Medicare enrollees: Per IRS regulations, Medicare enrollees may not contribute to an HSA. If you enroll in Medicare, you must discontinue all HSA contributions by waiving coverage in the new enrollment system. For more information, please refer to the Medicare and the Health Savings Account document.

Flexible Spending Accounts (FSAs)

Health Care and Dependent Day Care Flexible Spending Accounts

A Flexible Spending Account (FSA) lets you pay for qualified health care and dependent day care expenses with pretax dollars, which reduces your taxable income. You must enroll if you want to participate in an FSA in 2026. Your current 2025 FSA election will not carry over to the new plan year.

• Health Care FSA: If you are not contributing to a Health Savings Account, you can contribute up to $3,400 for 2026.
• Limited Purpose FSA: If you are contributing to a Health Savings Account, you can contribute up to $3,400 in a Limited Purpose FSA for 2026. This type of FSA may be used only for qualified dental and vision expenses, so you can reserve your HSA funds to meet your annual medical deductible.
• Dependent Day Care FSA: Effective January 1, 2026, the annual contribution limit for Dependent Day Care FSAs will increase from $5,000 to $7,500 (or from $2,500 to $3,750 for married individuals filing separately). Set aside pretax dollars to pay for day care for dependent children up to age 13 or elder care expenses for your IRS-qualified dependents.

Important FSA Considerations

• If you have a remaining balance in a Health Care or Limited Purpose FSA at the end of 2025, up to $660 will be carried over to your 2026 account with HSA Bank. You’ll have until March 31, 2026, to submit your 2025 claims to HSA Bank.
• If you have unused funds in your 2025 FSA at the end of the year, and you do not elect an FSA for 2026, a 2026 carryover account will be set up for you. Up to $660 will be available to use for 2025 and 2026 dates of service. You’ll have until March 31, 2026, to submit your 2025 claims, and until March 31, 2027, to submit your 2026 claims. Please note: You will not be eligible to contribute to a carryover account.
• FSA carryover does not apply to the Dependent Day Care FSA. Per the IRS, the Dependent Day Care FSA remains a use-it-or-lose-it account.

Commuter Benefits

With commuter benefits, you can use pretax payroll deductions to cover mass transit and parking expenses. You can contribute up to $340 per month per account for 2026.

Important Commuter Benefits Considerations

• Your full 2025 commuter benefits account balance will carry over to 2026 if you elect to participate for 2026.
• You can elect to participate in Commuter Benefits from month to month, and your commuter election will remain in effect until you change it.