Open enrollment can be one of those most stressful times of the year for both employers and employees.
When employers don’t effectively communicate plan and benefits changes and employees aren’t knowledgeable about their own healthcare plans, it can be a recipe for disaster. OneDigital’s Senior Benefits Consultant Chase Ambrosia explains that the human resources department needs to weigh a number of factors before choosing to conduct an active vs. passive enrollment season. Considerations include cost, convenience, the opportunity for misunderstanding, and more. Companies can implement an individualized approach and avoid common enrollment issues by working with a benefits plan specialist.
In the Planadvisor article "Active vs. Passive Enrollment," Chase suggests that even something as simple as time can be a determining factor when choosing between the two enrollment styles.
With an increasingly busy workforce, the human resources [HR] department is often fighting to stay on top of business initiatives, retention and recruitment, well-being, compliance and more.
Conducting a passive enrollment can almost completely eliminate one of the most significant and time-consuming annual tasks for HR professionals, [active open enrollment,] offering more time for other critical organizational goals.
— Chase Ambrosia, Senior Benefits Consultant, OneDigital Midwest