Pumpkin spice is back, and you know what that means: the benefits enrollment period for many companies is arriving soon. Benefits enrollment can be stressful for HR and employees alike. According to HubSpot, 85% of employees are confused about their benefits. So what is the secret to accurately informing employees and enrolling them seamlessly? Our team is sharing our key tricks for a no-sweat benefits season.

Start Early

The smoothest benefits seasons happen with the best prep. That means starting early, prepping your documents, and informing employees ahead of time. This gives your team time to make informed decisions without feeling rushed and ask questions.

Be Clear About Changes

Highlight premium and per paycheck cost updates for employees. For some, seeing the additional impact per paycheck helps in deciding what benefits options fit their needs.

Quick-reference Infographics

Our team swears by information laid out in easy-to-read and understandable documents that are widely accessible. These infographics help employees find the key features of their benefits programs.

Some information might include:

Health Benefits definition sheet with definition of common benefit terms
Contact information and website links for benefits providers

Clear Election Form Data Collection Practices

If your company has an HRIS system, check for benefit enrollment features. Many HRIS systems have benefit administration add-ons that make this season easier. It allows employees to see their elections from last year, see the difference in their paycheck based on their new elections, and more.

Section 125 forms are the best way for companies without an HRIS system to illustrate the direct cost of a benefit and how much is contributed by the company as well. Section 125 forms show the employee cost per paycheck next to each benefit option. For compliance, this form also serves as the employer's permission to deduct the pre-tax premium from employees.

Real-Time Feedback

Ask employees after open enrollment what could be made more seamless for next time. Gather feedback about benefit offerings in a survey or engagement survey on an annual basis. If employees identify gaps in offerings or want to see a new benefit, it’s worth exploring. If you’re worried about the financial burden of additional offerings, not all benefits require an employer contribution!

How HR Transformed Can Help

At HR Transformed, we believe benefits and an accurate understanding of them are key parts of employee retention. From partnering with brokers to simplifying enrollment, to reviewing plan design and analyzing offerings before rollout, we’re here to help! For clients using PEO platforms, we help navigate elections and consider the available options, aligning your choices with business goals and employee needs, while the PEO manages the administrative end and employee communication.

5 Tips for a No-Sweat Benefits Season