Employee Benefits Market Check Survey: Employer Enrollment Perspectives

Annual enrollment, the designated period when employees can enroll in, make changes to, or drop benefits, is nearing for many employers. While communication and education about the benefits package should occur throughout the year, the annual enrollment period typically lasts for only two or three weeks. This short window is critical for employees to make informed benefits selections.

We conducted a survey on September 24 to learn how employers are approaching enrollment this year. The results are summarized below.

*Based on 189 employer respondents.

Key Findings

The survey results reveal a clear disconnect: nearly half of employers (48%) say their top enrollment communication goal is helping employees understand their options, but 79% rate employee understanding of their benefit options as only moderate or low. Yet the vast majority – 87% – are making minor or no significant changes to their enrollment process this year. This suggests employers have a real opportunity to improve the overall annual enrollment experience.

Here are some ways to close the gap between enrollment goals and enrollment practice in 2027 and beyond:

Focus on key messages. Plan sponsors should identify the key new or changing benefits in the offering and highlight them to ensure employees are not surprised or miss anything critical. This will address some of the barriers cited.

Use various communication channels. With multiple generations in the workforce, no single medium resonates with all employees. Text, chat, video, websites/apps, email, and group or 1:1 meetings are all ways to emphasize those key messages and make information available in a variety of formats.

Personalize communications. Engagement with enrollment communications is the top barrier cited (31%), followed by understanding of options (28%). Targeting messages by life stage, family situation, and current plan choice can address both.

Communicate benefits year-round. Annual enrollment shouldn’t be the only time employees receive benefits information. Ongoing communication and a central resource, such as a benefits website or app, can help employees build a baseline understanding of their benefits and know where to go for information. That foundation makes it easier for employees to make informed decisions when annual enrollment arrives.

Taken together, these findings point to an execution gap. Employers know employees struggle to understand their options, but few are changing the process that produces that outcome. Closing the gap starts with treating enrollment as a communication strategy rather than an administrative deadline. If a full revamp feels overwhelming, benefit leaders can begin by testing one meaningful change this year, measuring employee comprehension afterward, and building on what works before the next renewal.

Should you have any questions about this information or would like to discuss your enrollment strategy, please contact your local Assurex Global adviser.