Enrollment is not done when the window opens. It is done when people finish.
An enrollment platform only works if employees get to the end of it, and that is something that can be designed for.
Three things, none of them dramatic.
Completion is mostly about removing friction.
Plain Steps
Plain-language prompts and plan comparisons, with the cost to the employee shown before they commit.
Works on a Phone
Many employees will do this at night on a phone. The experience has to hold up there.
Completion Tracking
We see who has not finished and follow up before the window closes.
Where people stop.
Each is predictable, and so each can be addressed.
Dependents
Adding a spouse or child needs information people do not have to hand.
Waiving Coverage
Employees who decline need to record it properly, so the file is right.
Beneficiaries
Often skipped, and discovered later at the worst moment.
The window closes. The work does not.
Elections still have to go somewhere.
A Confirmation for Everyone
Each employee sees what they elected and what it costs.
Elections to Carriers and Payroll
Completed elections move on without retyping.
Questions Answered
Employees know where to look and who to ask.
Employees can call us to pick the plan that fits them.
During enrollment, your employees can call CFH for help choosing the plan that fits their situation, so HR is not answering the same questions all week.
Following up while there is still time to act.
Completion tracking is only helpful if someone acts on it. A few days before the window closes, a short reminder to those who have not finished, with a direct link and a contact for questions, usually brings most of them in. Waiting until the last day leaves no room to fix problems, such as a missing dependent detail.
Look at where people stop. If many abandon at the dependent step, add a short note listing what to have ready. If many waive without recording it, make the waive step clearer. Small changes based on what happened last year improve completion the next time.
Questions that come up.
Short answers to the questions we hear most. Each links to the full page.
What helps employees actually finish enrolling?
Completion depends mainly on removing friction. That means plain-language prompts and plan comparisons that show employees their cost before they commit, an experience that works on a phone, and completion tracking so we can spot who has not finished and follow up before the window closes.
Where do employees most often stop during enrollment?
The stumbling points are predictable, which makes them fixable. Dependents are one, because people often lack a spouse’s or child’s information on hand. Waiving coverage must be recorded properly. Beneficiaries are often skipped, then discovered at a bad moment later.
Can employees get help choosing a plan during enrollment?
Yes. During enrollment, employees can call us to pick the plan that fits them. That spares HR from fielding the same questions all week. After the window closes, each employee sees a confirmation of what they chose and what it costs.
Ready? Send us your renewal, or talk it through with someone first. No cost, no obligation.
General information, not legal or tax advice. Plan-specific questions belong with the plan documents, the carrier and counsel.
What happens if an employee does not finish enrollment?
It depends on your plan rules, which may keep last year’s elections or leave the employee without coverage. Make the default clear in communications.
Can employees get help while enrolling?
Yes. Share the contact for questions in every message and offer help sessions for those who want them.
Send us your renewal.
We’ll tell you whether it looks competitive, where we see opportunity, and the five questions we’d put to your carrier. No cost, and no obligation to move anything.
The renewal letter
Your current plan summary
Contribution split by tier
Enrolled counts by tier
Four documents — two more if your group is 50 or more. Nothing else; every extra one is a reason to postpone.
An independent employee benefits consulting firm. We look at the entire benefits program — cost, plan performance, risk and administration.
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