Helping new hires understand their group benefits is an important step in onboarding and employee engagement. Health, welfare, and ancillary benefits can be complex, and HR professionals play a key role in making these offerings clear and accessible. A strong explanation of benefits not only improves plan participation and satisfaction but also supports compliance and reduces future administrative issues.
Start early in the onboarding process by introducing the concept of group benefits during orientation. Avoid overwhelming employees with too much detail at once. Instead, offer a high-level overview of what is available and when decisions need to be made. Highlight the value of employer-sponsored coverage and how it supports the employee’s health, financial security, and overall well-being.
When explaining health benefits, focus on the key components: medical, prescription drug, dental, and vision coverage. Be clear about what the employer pays and what the employee pays through payroll deductions. Walk through any plan options, such as PPOs or HDHPs, and explain how to evaluate networks, premiums, deductibles, and out-of-pocket maximums. Providing side-by-side comparison charts or decision support tools can help employees make informed choices.
Welfare benefits such as life insurance, disability coverage, and employee assistance programs should be explained in terms of their practical value. For example, help employees understand how short-term disability replaces income during an illness or how life insurance can provide financial support to loved ones. Emphasize whether these benefits are employer-paid, voluntary, or a combination of both.
Ancillary benefits like legal insurance, hospital indemnity, or critical illness coverage can add significant value, but may be unfamiliar to new hires. Provide clear explanations of what each benefit covers, typical scenarios when it might be used, and the cost to enroll. Brief examples or use cases can make these optional benefits more relatable.
HR professionals should also explain how to enroll and when coverage becomes effective. Highlight deadlines, especially if there is a limited window for initial enrollment. Make sure employees know where to go for help, whether it’s a benefits website, call center, or HR contact.
Consider providing a welcome packet or keeping all information in the MyEnroll360 reference library, if you use BAS, to centralize plan documents, FAQs, and contact information. Keep the tone supportive and straightforward and follow up after the initial onboarding with reminders before the end of the enrollment window.
A clear, confident introduction to group benefits helps new hires feel valued and informed and sets the stage for long-term engagement in their health and welfare plans.
Benefit Allocation Systems (BAS) provides best-in-class, online solutions for: Employee Benefits Enrollment; COBRA; Flexible Spending Accounts (FSAs); Health Reimbursement Accounts (HRAs); Leave of Absence Premium Billing (LOA); Affordable Care Act Record Keeping, Compliance & IRS Reporting (ACA); Group Insurance Premium Billing; Property & Casualty Premium Billing; and Payroll Integration.
MyEnroll360 can Integrate with any insurance carrier for enrollment eligibility management (e.g., Blue Cross, Blue Shield, Aetna, United Health Care, Kaiser, CIGNA and many others), and integrate with any payroll system for enrollment deduction management (e.g., Workday, ADP, Paylocity, PayCor, UKG, and many others).
This article is for informational purposes only and is not intended as legal, tax, or benefits advice. Readers should not rely on this information for taking (or not taking) any action relating to employment, compliance, or benefits. Always consult with a qualified professional before making decisions based on this content.