Empowering Gen Z Employees During Open Enrollment

Many employees, especially younger workers—often need extra support during open enrollment, as they may have less experience selecting benefits.

Generation Z (Gen Z), born between 1997 and 2012, now makes up a significant share of the workforce. Yet many Gen Z employees struggle with open enrollment. A study by MetLife found that 60% of Gen Z workers do not fully understand their benefits, and 35% lack confidence in the choices they make.

Because individuals can remain on their parents’ health insurance until age 26, many Gen Z employees rely on others, especially their parents, for guidance during open enrollment. In fact, 57% seek recommendations, with nearly three in five turning to their parents for help choosing a plan.

Employers who successfully educate Gen Z employees about open enrollment are more likely to see increased satisfaction with benefits packages and more informed decision-making. Here are several effective strategies for helping Gen Z workers better understand and navigate the open enrollment process.

Informing and Educating Gen Z

Many Gen Z employees are new to managing health care and finances, making clear communication essential for understanding open enrollment and available benefits.

Consider these strategies to educate Gen Z employees on open enrollment:

• Tailor internal communications. Use multiple channels like video, social media, in-person, messaging, and text to inform employees about key enrollment dates and deadlines.
• Provide educational resources. Deliver clear, bite-sized information using infographics, FAQs, and short videos tailored to Gen Z preferences.
• Define acronyms and key terms. Clear definitions and resources explaining acronyms and common health care terms can help Gen Z employees better understand their benefits.
• Explain the available benefit options. Remind employees to consider voluntary benefits including financial, security, and lifestyle options in addition to health insurance, to address coverage gaps and meet their individual needs.
• Encourage young employees to take their time. Give employees enough time to review and choose benefits and encourage questions to ensure informed decisions.
• Focus on more than health insurance. Even if Gen Z workers remain on a parent’s plan, highlight voluntary benefits and 401(k) options to help them understand their value.
• Offer self-assessment tools. Encourage young employees to review last year’s benefit choices and use self-assessment tools to find coverage gaps.
• Communicate year-round. Benefit education should be ongoing, with resources available year-round to help employees understand and maximize their benefits. This approach highlights the financial impact of benefit decisions and encourages informed choices.

Conclusion

Open enrollment can feel overwhelming, especially for newer employees navigating benefits for the first time. By using this season to engage, inform, and support Gen Z, employers strengthen trust and empower smarter choices, leading to higher satisfaction, stronger retention, and a healthier bottom line. Download the bulletin for more details.