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<\/div>\nCompanies are preparing to kick off open enrollment for their employees to choose their workplace benefits. Health, vision, dental, life insurance … even pet insurance may be up for grabs. <\/p>\n
How can HR professionals best communicate with employees about their choices, when many workers are unfamiliar with the language and concepts of benefits offerings? What’s the best way to help employees through open enrollment season?<\/p>\n
Take a look at our primer below for ways to start the conversation, and at our glossary of common (and commonly misunderstood) terms. Our news articles offer lots of tips on educating employees and helping them make great choices.<\/p>\n
What is open enrollment for benefits?<\/strong><\/p>\n In the U.S., open enrollment season is a period of time when employees may elect or change the benefit options available through their employer, such as health, dental and life insurance, and ancillary or voluntary benefits ranging from legal services to pet insurance. Some benefits are fully paid by the employer, some are employee-paid through salary deferral or a section 125 cafeteria plan, and for some the cost is shared. <\/p>\n When do most companies have open enrollment?<\/strong><\/p>\n Most companies schedule open enrollment to end a few weeks before enrollment forms must be submitted to benefit providers. For calendar-year benefit plans starting Jan. 1, open enrollment often takes place in November.<\/p>\n How long does open enrollment have to be?<\/strong><\/p>\n Open enrollment is not required to be a certain length of time. Most employers have an open enrollment period of at least two to four weeks.<\/p>\n Open Enrollment Resources<\/span><\/p>\n Mandatory Health Plan Notices<\/p>\n For the many employers in the midst of open enrollment planning, SHRM has compiled model health plan notices<\/a> from federal government agencies.<\/div>\n Open Enrollment Tips for 2023 Benefits<\/p>\n Fine-Tune Benefits Before Open Enrollment<\/a> 2022 Inflation- Adjusted Limits & Thresholds<\/p>\n 2022 Benefit Plan Limits & Thresholds Chart<\/a> IRS Announces 2022 Limits for HSAs and High-Deductible Health Plans<\/a> Employees in 2022 can again put up to $2,850 into their health care flexible spending accounts (health FSAs), pretax, through payroll deduction, up from $2,750 this year, the IRS said. But the late announcement left many employers reusing the 2021 cap.<\/p>\n For 2022, 401(k) Contribution Limit Rises to $20,500<\/a> 2022 Wage Cap Rises to $147,000 for Social Security Payroll Taxes<\/strong><\/a> IRS Raises Standard Mileage Rates for 2022<\/span><\/a> IRS Raises Health Plans’ PCORI Fees Payable in 2022<\/a><\/strong> IRS Lowers 2022 Employer Health Plan Affordability Threshold to 9.61% of Pay<\/a> Open Enrollment Tips for 2022 Benefits<\/p>\n Last-Minute Tips for Open Enrollment Communications<\/a> Soliciting Employee Feedback for 2022 Benefits Changes<\/a> Virtual Communications: Expert Tips for Open Enrollment<\/a> Managing Open Enrollment for a Hybrid Workforce<\/a> Open Enrollment Planning Gets Under Way<\/a> Inflation, Other Factors, Drive Up Health Care Costs<\/a> Upgrading Benefits Administration with Robotic Process Automation<\/strong><\/a> Employees Still Perplexed by HSA Plans During Open Enrollment<\/strong><\/a> Previous Articles:<\/p>\n Build Empathy into Your Open Enrollment Season<\/a> Helping Employees Navigate Health Benefits During Open Enrollment<\/a> A New Role for Critical-Illness Insurance in the Coronavirus Era<\/a> Employers Feel More Responsible for Employees’ Financial Wellness<\/a> Spotlight Value of Benefits Package During Open Enrollment<\/a> Viewpoint: Conducting Open Enrollment During the Pandemic<\/a> Planning Benefits Changes for the COVID-19 Era<\/a><\/strong> Prepare for Open Enrollment Challenges During a Difficult Year<\/a> Open Enrollment Tech<\/p>\n Virtual Benefit Fairs Draw Interest for Fall Open Enrollment<\/a> Helping Employees Navigate Health Benefits During Open Enrollment<\/a><\/strong> Shore up Benefits Cybersecurity During Open Enrollment<\/a> Toolkit: Leveraging the Value of Employee Self-Service Portals<\/strong><\/a> Does AI Have a Place in Open Enrollment?<\/strong><\/a> Online Platforms Transform Open Enrollment<\/strong><\/a> For Benefit Platforms, Employers Pick User Experience Over Cost<\/strong><\/a> Data-Driven Benefit-Selection Tools Are Just Getting Started<\/a> How to Boost Employee Adoption of New HR Tech<\/strong><\/a> Revisiting the Basics… <\/p>\n How to Explain Benefits to Employees Who Don’t Care<\/a> Open Enrollment: Choosing Active vs. Passive Benefits Election<\/a><\/strong> Open Enrollment: Developing Your Game Plan<\/a> Open Enrollment: Targeted Communications Address Differing Needs<\/a> Open Enrollment: Using Social Media and Decision-Support Tools<\/a> Open Enrollment: Voluntary Benefits Emphasize Choice<\/a> Ready for Prime Time? Using Video in Benefits Communication<\/a> How to Humanize Benefits Communications with Technology<\/strong><\/a> 6 Simple Ways to Improve Open Enrollment<\/a> Know What You Need to Select a Benefits Provider<\/a> Use Voluntary Benefits to Attract and Keep Part-Time Workers<\/strong><\/a> .<\/span>..and <\/span>More Practice Tips<\/span><\/p>\n Simple Open-Enrollment Tips That Can Make a Big Difference<\/a> Open Enrollment Reminders for Employees\u2014and HR<\/span><\/a> When It’s Time to Change Your Benefits Menu<\/a> Employees Seek Personalized Perks During Open Enrollment<\/a> For Open Enrollment, Communications Get Social<\/a> An Open Enrollment ‘Look Back’ Captures What You’ve Learned<\/a> At Open Enrollment, HR Departments of One Step Up<\/a><\/strong> Open Enrollment Tips for the Coming Season<\/a><\/strong> How to Explain High-Deductible Plans<\/a>\n
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<\/strong>In preparation for the annual benefits open enrollment season, gauge whether the benefits package is meeting employees’ needs. If current offerings aren’t competitive, this is the time to think about revising the benefits menu.<\/p>\n<\/div>\n
<\/strong>A printable chart showing 2022 benefit plan limits and thresholds for 401(k) plans, health savings accounts, health flexible spending accounts and transit benefits, as well as earnings subject to the Social Security payroll tax.
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<\/span>Health savings account (HSA) contribution limits for 2022 are going up $50 for self-only coverage and $100 for family coverage, the IRS announced, giving employers time to educate participants about the advantages of fully funding their accounts.<\/p>\n
<\/strong>Employee 401(k) contributions for 2022 will rise by $1,000 to $20,500 with an additional $6,500 “catch-up” contribution allowed for those age 50 or older. During open enrollment, highlight the contribution cap and encourage employees to consider a higher savings rate, retirement advisors recommend.<\/p>\n
Starting Jan. 1, 2022, the maximum earnings subject to the Social Security payroll tax will increase by $4,200, the Social Security Administration announced. By the start of the new year, U.S. employers should adjust their payroll systems to account for the higher taxable wage base and notify affected employees that slightly more of their pay will be subject to payroll withholding.<\/p>\n
The standard mileage rate that businesses use to pay tax-free reimbursements to employees who drive their own cars for business will be 58.5 cents per mile in 2022, up 2.5 cents from 2021, the IRS announced.
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The IRS announced the annual adjustment to the fees that insurers or sponsors of self-insured health plans pay per plan enrollee to fund the federal Patient-Centered Outcomes Research Institute (PCORI) trust fund.<\/p>\n
<\/strong>For 2022, the lowest-cost, self-only health coverage an employer offers can’t exceed 9.61 percent of an employee’s income, the IRA announced. Under a safe harbor, a plan that costs employees no more than $103.14 per month for self-only coverage will meet the standard.<\/p>\n
<\/strong>As open enrollment periods near or are underway for 2022 plan year benefits, and with many employees continuing to work remotely, here are reminders for effectively communicating about selecting and enrolling in available offerings.
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<\/strong>Surveying employees to understand the benefits they value\u2014or would like to receive\u2014can help HR reshape benefits packages to meet changing workforce needs. One company’s experience shows how this can be done.<\/p>\n
<\/strong>During this year’s open enrollment period for employee benefits, consider going with a multi-media approach that combines virtual tools and resources with traditional communications, benefits experts advise.<\/p>\n
<\/strong>Employers unable to bring their workers back onsite, or that have shifted permanently to a hybrid workforce, face another open enrollment season relying heavily on virtual tools and resources. Here are some ways to make the process more effective.<\/p>\n
<\/strong>The 2022 benefits open enrollment period will present fresh demands as employers adjust to a mix of onsite and remote workers whose priorities may have changed during the pandemic. It’s also a chance to showcase the organization’s values, and to help stem turnover rates.
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<\/strong>Budgeting for employee health care poses particular challenges, given that the annual increase in health benefit costs routinely outpaces general inflation. It helps to understand how medical services are subject to unique cost factors.<\/p>\n
Robotic process automation (RPA) is replacing manual processing for HR practices such as benefit administration. The pandemic prompted a more rapid adoption of RPA tools.<\/p>\n
Not understanding health savings accounts (HSAs) and the high-deductible health plans the accounts are coupled with leads some to bypass an HSA option during their employment period.<\/p>\n
<\/strong>Effective communication has always been vital during open enrollment, but this year it’s even more important, and so is expressing empathy. Employers should show that they understand the fears and anxieties their employees are feeling.<\/p>\n
<\/strong>To help communicate about health care benefits, the marketplace offers an array of benefits selection and enrollment platforms and consultants who can engage directly with employees. Here are tips for choosing appropriate tools and resources.
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<\/strong>As the pandemic continues, some insurers are amending their critical illness policies to cover infectious diseases. Consider the details, however, and other issues when deciding whether to add critical illness coverage as a voluntary benefit.
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|<\/strong>As employers acknowledge a responsibility to help improve employees’ financial well-being, they are adopting financial wellness benefits that meet employees’ evolving needs\u2014heightened by the pandemic\u2014and employers’ own budget constraints.<\/p>\n
<\/strong>The COVID-19 pandemic makes this year’s open enrollment period a critical time for employers to think about the benefits they’re providing and to communicate the value of these offerings to employees.<\/p>\n
<\/strong>With a pandemic raging, employers are facing even bigger challenges around conducting open enrollment and communicating benefits information. That’s why there’s an argument for passive-selection enrollment this year.<\/p>\n
<\/strong>Planning employee benefits presents HR with unique challenges, given that the outlook for the COVID-19 pandemic is still unknown. If employers are going to change benefits programs to help employees enhance their physical, mental and fiscal health, they should determine if new offerings will meet actual workforce needs.<\/p>\n
<\/strong>With open enrollment for employee benefits coming up in the fall at most U.S. organizations, employers have an opportunity to reintroduce their benefit programs in ways that demonstrate how they can support workers during an unprecedented time.
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<\/strong>During open enrollment, more employers are expected to “go virtual” by taking benefit fairs online, with cyber equivalents for vendor booths and Q&A opportunities.<\/p>\n
To help communicate about health care benefits, the marketplace offers an array of benefits selection and enrollment platforms and consultants who can engage directly with employees. Here are tips for choosing appropriate tools and resources.<\/p>\n
<\/strong>Employee data collected during open enrollment is a gold mine for cybercriminals. This year, the challenge of keeping this information safe may be greater, as the COVID-19 pandemic has increased data vulnerabilities that criminals can exploit.
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This toolkit covers the value and effective use of self-service portals, including their use for functions such as benefits enrollment, employee onboarding and employee training. <\/p>\n
Decision-support technology, including those using artificial intelligence (AI) and often integrated into enrollment apps and online platforms, is starting to transform the open-enrollment experience.<\/p>\n
Technology is continuing to transform the annual open-enrollment season, during which employees select workplace benefits for the coming year.<\/p>\n
<\/strong>Price is not the primary driver for large employers that are choosing among benefits administration technology platforms. Ease of use for benefits administrators and employees and the ability to integrate benefits technology with HR information systems can be higher priorities.<\/p>\n
<\/strong>Decision-support tools can help employees make health care decisions around not only the choice of doctors and hospitals but also the best type of plan to enroll in.<\/p>\n
<\/strong>In addition to explaining the nuts and bolts, your plan of attack must include clear communications about why the technology is being introduced, as well as an explanation of how it will benefit both the company and<\/em> the employee.<\/p>\n
<\/strong>Employee benefits are vital to workers’ health and financial security, so why do so many employees wait until the last hours of open enrollment to crack open their benefit brochures and then march into HR and declare, “Just tell me what I should do”? (Watch the video clip.) <\/p>\n
Requiring employees to proactively elect to enroll in benefit plans for the coming year can prod them to reconsider the appropriateness of their selections, but it requires HR to engage directly with employees to ensure that no one inadvertently misses their opportunity to receive coverage<\/p>\n
<\/strong>Set goals for this year’s open enrollment season and devise a strategy for meeting your objectives. Tailor your communications campaign to support these aims.<\/strong>
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<\/strong>In drafting open enrollment communications, consider whether you’re reaching people with information that’s relative to them, taking into consideration where they are in their lives and what their particular needs are.
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<\/strong>HR benefit managers are turning to social media to get the open enrollment message out, holding twitter charts and sending text messages linked to videos. But many employers remain hesitant about using new media for benefits communications.
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<\/strong>Voluntary benefits can help to address possible financial gaps for employees, especially for those enrolled in high-deductible health plans. While these choices enhance the benefits package, they also raise issues that employers and employees should keep in mind.
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<\/strong>A compelling video can go a long way toward getting employees to respond to benefits-related communication. While video has long been a part of employee benefits communication, recent developments are taking it to a new level.<\/p>\n
Whether they use apps, videos, portals, microsites or automated e-mails, benefits administrators can reach employees with key messages across multiple channels. But many employees seek more of a human touch in how they learn and make decisions about benefit options.<\/p>\n
<\/strong>Smart HR leaders are continually looking for new and different ways to engage workers during open enrollment. To that end, here are some tried-and-true tips to make the most of this crucial time.
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<\/strong>As vendor choices grow and benefits technology evolves, it’s more important than ever that benefits leaders know what they need to know when selecting benefits administration partners.<\/p>\n
Part-time employees typically are not eligible for their company’s core benefits offerings and oftentimes can feel left out. Offering part-timers access to employee-paid voluntary benefits can help to keep them onboard.<\/p>\n
<\/span>Many employees face open enrollment with emotions ranging from annoyance to dread, lack confidence in the benefits choices they make and give their employers a mark of “C” for their efforts. These tips can help you raise your grade this open-enrollment season.<\/p>\n
At many organizations, the open enrollment season for 2020 benefits is underway or about to begin. As HR representatives address open enrollment meetings, speak with employees one-on-one and send out enrollment reminders, they can use these pointers to help employees make smart decisions.<\/p>\n
<\/span>As an organization’s workforce changes, employers should be prepared to add, modify or end benefit programs, recognizing that benefits valued in the past may not be effective in the future.
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<\/span>Employees’ desire for benefits tailored to their own needs is changing the mix of offerings this open-enrollment season and leading HR managers to customize their benefits communications.
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<\/span>Almost every employee now carries a smartphone, which allows HR benefits managers to make social media posts and text messaging part of their open enrollment toolkit. Here are tips for the upcoming open enrollment season.<\/p>\n
<\/span>As the year ended, HR wrapped up another open enrollment season. Before moving on, however, standing back and reviewing what went smoothly and what tripped you up can ensure an easier, more effective process when next fall rolls around.<\/p>\n
Enrollment season puts extra pressures on departments of one, but these HR pros are up to the challenge. Their success carries lessons for HR teams of all sizes.<\/p>\n
The fall open enrollment season is a time that some HR professionals dread as an administrative nightmare while others see an opportunity to personally engage with employees, and to help them make choices that will safeguard their health and financial well-being. Here are some suggestions for avoiding the former and achieving the latter.<\/p>\n
<\/strong>More companies are making high-deductible health plans (HDHPs) an option\u2014or, increasingly, the sole choice\u2014for employer-sponsored health coverage. So it’s important to provide clear communication that helps employees understand how HDHPs operate and whether the plans are right for them.
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