Open Enrollment Is Almost Here: 5 Things Employers Should Do Now

Open Enrollment is getting closer. If your employee benefits strategy still has unanswered questions, now is the time to address them.

For employers, Open Enrollment isn't simply a period when employees choose their benefits. It's the result of everything that happens beforehand.

Reviewing your current plans. Understanding what's changing. Preparing your employees. Organizing enrollment materials. Planning communication. Making sure everyone knows what they need to do—and when.

The closer you get to enrollment, the less room there is for last-minute decisions.

If your company is preparing for Open Enrollment, here are five things employers should be doing now.

1. Review Your Current Employee Benefits

Start with what you already have.

Before thinking about next year's benefits, look carefully at your current offering.

Consider:

• What plans are currently available?

• Have costs or contributions changed?

• Are there changes to benefits or coverage?

• Does the current offering still reflect the needs of your workforce?

• Have there been meaningful changes within the company since your last enrollment?

Your workforce may look different today than it did a year ago.

Hiring, employee demographics, business growth, employee feedback, budget priorities and utilization can all influence the benefits conversation.

The goal isn't to change something simply because another year has passed.

It's to make sure you're making the next decision using current information rather than last year's assumptions.

2. Understand What's Changing Before You Communicate It

Employees will naturally want to know: What's different this year?

Before Open Enrollment begins, employers and benefits teams should have a clear understanding of changes that may affect employees.

Depending on the plan, these could involve:

• Premiums or employee contributions

• Deductibles

• Copayments or coinsurance

• Covered benefits

• Provider networks

• Prescription drug coverage

• Available plan choices

• Enrollment procedures

Employers should also review the official plan materials applicable to their benefits.

For group health plans, documents such as the Summary of Benefits and Coverage (SBC) provide standardized information designed to help people understand and compare health coverage. The U.S. Department of Labor also outlines disclosure responsibilities for ERISA-covered plans, including the Summary Plan Description (SPD) and other required information.

Knowing what's changing first makes the next step much easier: explaining it clearly to your employees.

3. Build Your Employee Communication Plan Now

Don't make the first day of Open Enrollment the first day employees hear about it.

A simple communication sequence can make the process easier to follow.

For example:

Before enrollment: Let employees know Open Enrollment is approaching and when they can expect more information.

At launch:Explain what's available, what's changed, where employees can find official plan information, and what action they need to take.

During enrollment:Provide reminders and opportunities to ask questions.

Before the deadline:Clearly communicate the final date and any action employees still need to complete.

And don't assume one email will reach everyone.

Depending on your workforce, communication might include email, employee meetings, webinars, an internal platform, printed information, or individual support.

For multilingual California workforces, employers should also consider whether employees have access to information and assistance in a language they can comfortably understand.

4. Make Sure Employees Know Where to Get Help

Employee benefits can be complicated.

Even with good communication, employees may still have questions about terminology, plan differences, enrollment procedures, or where to find specific information.

Make the support route obvious.

Employees should know: Who should I contact if I have a question?

That may involve HR, a benefits administrator, or your employee benefits advisor, depending on the question and how your organization manages enrollment.

Providing access to help isn't a sign that your communication failed.

It's part of a good communication strategy.

5. Don't Leave Important Decisions Until the Deadline

Open Enrollment deadlines matter, but they shouldn't become your planning strategy.

Waiting until the last minute can leave less time to:

• Review plan information

• Address employee questions

• Resolve administrative issues

• Communicate changes

• Compare appropriate options

• Coordinate with your benefits professionals

Starting earlier gives employers more time to understand the situation before decisions need to be made.

And that matters because employee benefits aren't just another annual administrative task.

They're part of how your employees experience working for your company.

Your Pre-Open Enrollment Checklist

Before Open Enrollment begins, ask:

☐ Have we reviewed our current benefits?

☐ Do we understand what's changing?

☐ Have we reviewed the appropriate plan documents?

☐ Do we know the important enrollment dates?

☐ Have we prepared our employee communication plan?

☐ Have we considered the needs of a multilingual workforce?

☐ Do employees know where they can ask questions?

☐ Have we scheduled reminders before the deadline?

☐ Are there still decisions we need to make with our benefits advisor?

If several of those boxes are still unchecked, now is the time to address them.

Open Enrollment Is a Process, Not a Deadline

The most effective Open Enrollment strategies begin before employees are asked to make a selection.

Employers need time to understand their benefits.

Employees need time to understand their choices.

And both need somewhere to turn when questions arise.

Preparing now can make the enrollment process more organized, understandable and manageable for everyone involved.

EPIA Can Help You Prepare

At EPIA Insurance Agency Inc., we work with California businesses to help them navigate employee benefits and prepare for Open Enrollment.

Our team can help you review your current benefits, understand available options, prepare for enrollment, support employee communication, and provide multilingual assistance throughout the process.

Every company is different, which means the right benefits strategy should start with understanding your business, your workforce and your priorities.

If you're preparing for Open Enrollment and still have questions about what comes next, talk directly with our team.

📞 +1 (626) 912-1988 📧 info@epiagroup.com 🌐 www.epiagroup.com

Experience is the ultimate protection™.

References

For the published version, the benefits-document and disclosure sections refer authoritative federal sources, particularly the U.S. Department of Labor / Employee Benefits Security Administration (EBSA) and CMS for Summary of Benefits and Coverage requirements.

Last reviewed: September 2026

Editorial Note

This article is intended for general educational purposes and does not constitute legal, tax, accounting, or employee benefits compliance advice. Employer responsibilities can vary based on plan structure, workforce, applicable laws, and individual circumstances. Employers should review applicable plan documents and requirements and seek appropriate professional guidance for their specific situation.

For assistance with your company's employee benefits and Open Enrollment preparation, contact EPIA Insurance Agency Inc.