With 2026 open enrollment approaching, now is the time to build compelling benefits packages and communicate clearly with employees. While most feel confident in their understanding, survey data shows many overlook important details, reinforcing the value of early, proactive education.
Here’s how employers can thoughtfully kick off open enrollment, offer competitive benefits, and communicate plan options effectively.
Tailoring Benefit Offerings
Employee benefits help attract and retain talent, but only if employees find value in them. Employers should tailor their offerings to include benefits employees care about before open enrollment.
Various surveys have found that these are some of the top benefits employees want:
- Affordable health care coverage
- Remote or hybrid work environments
- Mental health resources
- Flexible or hybrid scheduling
- Professional development opportunities
- Paid leave policies
- Family-building and reproductive health benefits
- Financial wellness resources
- Caregiving benefits
Benefits are a top reason employees join and stay with your organization. Engaging employees about the perks they value most, before open enrollment can boost retention, attract talent, and show that employers genuinely care about their needs. Even small benefit updates, driven by employee feedback, can make a big difference in keeping the best people.
Determining Key Messaging
Once benefits are set, employers should focus on planning their messaging on new or updated benefits for 2026.
Spotlighting benefits helps employees see the true value of staying with the organization, often, the perks they’re searching for elsewhere are already part of your offering. Clear, detailed communication reduces confusion and supports retention.
When employees see benefits tailored to their lives, they’re more engaged and less likely to explore other opportunities. Customizing benefits not only demonstrates care, but it builds loyalty.
Communicating Employee Benefits
Employers must spread the word early and often about open enrollment by using a multi-channel approach with clear educational resources. The more support offered; the more empowered employees will be to make informed decisions.
An effective open enrollment communication may include:
- Group meetings to review available benefits
- One-on-one sessions to address individual questions
- Multiple communication formats (videos, print materials, guides, presentations, emails)
- Periodic reminders about enrollment dates and important instructions
- Messaging which clearly direct employees to the appropriate contacts (such as HR) for support and questions
Leveraging technology enables more frequent and effective employee communication. For many remote teams, virtual enrollment can streamline the process and save resources.
Kick off open enrollment communications early to give employees plenty of time to explore their benefits. Frequent, focused messaging helps employees make more confident choices and shows them the real value of staying with the organization.
Summary
By starting open enrollment early, employers can create time to personalize benefits, highlight your workplace advantages, educate employees, and stand out in a competitive talent market. Download the bulletin for more details.
