With 2027 open enrollment approaching, employers can strengthen their benefits offerings and begin educating employees early. According to the latest Consumer Engagement in Health Care Survey, about half of enrollees spend less than an hour reviewing their options, and most spend under two hours total. With limited time to evaluate plan details that can affect household health care costs throughout the year, clear communication about plan choices and costs is essential.
Tailoring Benefits Offerings
Employee benefits can support attraction and retention when employees see their value. Ahead of open enrollment, employers should prioritize offerings employees want, including affordable health care, flexible work options, paid leave, retirement savings, mental health and family support, professional development, financial wellness, and voluntary coverage such as disability insurance.
Benefits play a key role in attracting and retaining employees. Before open enrollment, employers should ask which offerings matter most to their workforce and use that feedback to refine benefits, strengthen retention, and support recruitment.
Determining Key Messaging
Once benefits are finalized, employers should clearly communicate 2027 updates and explain how each option supports employee needs. Helping employees understand the value of their current benefits can strengthen appreciation and retention.
Communicating Employee Benefits
Start open enrollment communications early with clear, educational messaging across multiple channels. Offer group and one-on-one support, share key dates and instructions, send reminders, and use virtual tools when appropriate to help employees make informed benefits decisions.
Summary
Starting open enrollment early gives employers time to tailor their benefits, educate employees, strengthen retention, and attract talent. Download the bulletin for more details.
