Open enrollment creates opportunity… and stress. Trying to find the best (and cost-effective) benefits means coverage for the next year. In fact, with the right benefits mix, it could mean coverage and savings for years to come. Let us help you select benefits during open enrollment.
…and save more
Getting the most during open enrollment means more coverage for you (and your family). Hacking open enrollment to save more might seem like a sophisticated strategy, but we will show you a few ways to get more for less. Use these tips to take advantage of open enrollment. Hack away!
Getting prepared for open enrollment sets you up for benefits coverage (and success) for the next 12 months. Wandering into open enrollment without the tools you need could be financially disastrous. A few extras minutes today can ensure you are prepared for the unexpected.
A recent survey found a significant increase in health plan options in 2018 for large employers. Large employers increased offerings of both traditional and high deductible health plans from 9% to 65%.
No matter if you are a small company of 10 or a large corporation with 1000’s of employees, benefits are at the heart of your employee culture and retention. Understanding how to bridge the employee benefits gap can help you find low-cost and high-return solutions to round out your benefits packages.
Open enrollment is the defacto time to review and select benefits options. This review period starts even sooner for employers and HR professionals. Some benefits offerings are not limited to open enrollment. This creates an opportunity to add midyear benefits, like a health savings account (HSA).
January signals the official end of open enrollment for most employers. This is a great time to review the effectiveness of open enrollment. Open enrollment success should compare benefits value, cost, and participation. It is a common misconception that employer and employee satisfaction can’t go hand in hand.
Open enrollment means options. You are given time to compare, review, and select your healthcare plan based on your expected needs. From there, you can add auxiliary benefits and health savings tools, like the HSA, to better optimize your cost and benefits experience.
In two previous posts we discussed the “big” elections during open enrollment – health care and retirement savings. While these consume the most pre-tax payroll dollars – and therefore employee mindshare – your employer is likely offering other supplemental and/or elective products during benefit selection season.
It’s the busy time of year for all benefits managers and HR experts – like tax season for accountants. As part of that, we wanted to review the goals and considerations of open enrollment and take a new approach to the classic employer problem – balancing increasing benefits costs with value.
An HSA is defined as a health savings account, which infers it’s best used for health expenses. But what if it’s retirement savings value matches traditional retirement savings vehicles? Would you re-think the value and benefits of an HSA?
The challenge of creating a balanced offering for employers in an expensive health benefits landscape leave many of us feeling short on options. However, by coupling health benefits together we can help alleviate the ever growing conflict between costs and benefits.
Here we are in mid-November, having just elected Donald J. Trump as president of the United States.
“Open Enrollment Decisions — A Consumer’s Dilemma (Or Is It?)”