Open enrollment has a way of sneaking up fast. One minute you’re reviewing renewal options, and the next your inbox is full of questions about deductibles, dependents and which plan is actually the better choice.
And this year, employees may be paying even closer attention. Employer health costs are projected to rise 8.2% in 2027, the biggest jump in more than two decades, according to Marsh’s 2026 National Survey of Employer-Sponsored Health Plans. This makes it more important than ever to give employees the information and support they need to make confident decisions.
The good news? A smoother open enrollment doesn’t have to mean more work. Clearer communication, a few timely adjustments and the right technology can go a long way.
As open enrollment gets underway, it’s worth taking another look at how you’re presenting your benefits options to employees.
Benefits play a big role in how employees view their overall compensation, so this is a good opportunity to make sure your offering still makes sense for your people and your business.
You don’t necessarily need more benefits. You need the right mix and a clear way to help employees understand their value.
A great benefits package only goes so far if employees don’t understand it.
Start communicating early and keep it simple:
Think less giant benefits packet, more helpful roadmap.
Benefits can get complicated quickly. Deductibles, premiums, HSAs, FSAs, dependents and coverage levels are a lot to sort through, especially when employees only think about them once a year.
In fact, one in three employees say they regretted the benefits choices they made during their last open enrollment.
Instead of giving employees more information to sort through, help them focus on the questions that matter most:
Open enrollment shouldn’t mean bouncing between spreadsheets, forms, payroll systems and endless email threads. When benefits administration connects with payroll and the rest of your HR technology, employees can make elections in one place and HR has fewer manual updates to manage.
Technology should make enrollment easier, not give your team another system to manage.
Open enrollment will always come with questions. That doesn’t mean it has to come with chaos.
Whether you’re kicking things off or already in the middle of enrollment, communicate clearly and give employees tools that make their choices easier.Your employees get a better experience, and your HR team gets a little breathing room during one of the busiest times of the year.
At Coastal Payroll, we bring benefits administration, payroll and HR technology together, backed by real people who are here when you need them.
