Open Enrollment Season: How HR Can Simplify the Benefits Conversation

Making benefits easier to understand—and easier to use—for employees

Open enrollment is one of the busiest times on the HR calendar. For many employees, though, it’s also one of the most confusing. Plan documents are long, acronyms pile up, and choices feel overwhelming. The result? Many workers either default to last year’s elections or fail to take advantage of options that could save them money and improve their wellbeing.

For HR leaders, the goal isn’t just to manage the logistics—it’s to make the benefits conversation clearer, simpler, and more meaningful.

Why Simplification Matters

Benefits are one of the most significant investments organizations make in their people. But if employees don’t understand or value them, that investment loses impact. A confusing open enrollment season can lead to:

• Missed opportunities for cost savings and coverage improvements

• Frustration that damages trust in HR

• Lower engagement with wellness and support programs throughout the year

Simplifying the process ensures employees get more value—and organizations get more return.

Strategies to Simplify the Benefits Conversation

1. Start Early and Communicate Often

Don’t wait until enrollment week to share updates. Provide a clear timeline with reminders leading up to the window, and break information into digestible pieces.

• Previews of what’s new

• FAQs for common employee concerns

• “Save the Date” messages for key deadlines

2. Use Plain Language

Avoid jargon and acronyms whenever possible. Replace “HDHP with HSA contributions” with “A lower-cost plan with a tax-free savings account for medical expenses.” The simpler the message, the more likely employees will engage.

3. Offer Multiple Learning Formats

Employees absorb information in different ways. Go beyond written guides by offering:

• Quick videos or recorded webinars

• Infographics and decision trees

• Live Q&A sessions with HR or benefit providers

4. Highlight Real-Life Scenarios

Employees connect better when they can see themselves in the example. Share case studies like:

• “A family of four choosing a plan with lower deductibles”

• “A single employee using an HSA to save for future expenses”

5. Leverage Technology for Clarity

Digital enrollment tools with side-by-side comparisons, cost calculators, and personalized recommendations can turn a confusing process into a confident choice.

Closing the Loop

Simplifying open enrollment isn’t just about one season—it sets the tone for year-round engagement. Employees who feel supported and informed are more likely to use benefits proactively, improving both individual wellbeing and organizational culture.

For HR, that means less confusion, fewer frantic questions, and a stronger foundation of trust.

Because at the end of the day, benefits aren’t about forms and deadlines—they’re about people knowing they’re taken care of.