Open enrollment run by licensed benefit counselors, not a link in an email.
Most enrollments fail quietly. Employees never open the portal, roll into last year’s election by default, or decline coverage they would have taken if someone had explained it. For a workforce that is hourly, multi-shift, bilingual or spread across sites, we bring licensed benefit counselors and a full communications campaign to the enrollment itself.
Your team keeps the relationship with its employees. We supply the people, the technology and the material that get every employee to a real decision.
Used alone or together, depending on how your people work.
Face-To-Face
On-site, one-on-one sessions with a licensed benefit counselor, scheduled around shifts. Spanish-speaking counselors are available in select areas. Face-to-face enrollment raises participation for shift workers who rarely sit at a desk or read work email. Sessions are scheduled around shifts, including nights.
Contact Center
Education-driven enrollment by phone for remote and multi-shift employees, run on standardized scripts with quality-monitored calls so every employee hears the same accurate explanation. Contact center enrollment reaches remote and multi-shift employees consistently. Every employee hears the same explanation, and calls are quality-monitored.
Online Self-Service
Enrollment around the clock on any device, with life events and mid-year changes in the same place, and licensed help available all year rather than only in November. Online self-service keeps benefits enrollment available all year, for life events and mid-year changes as well as open enrollment.
Material that reaches employees where they actually are.
The message sequence itself — what to say before, during and after — is on our open enrollment messaging page. This is the production behind it, and our guide to investing in employee education covers why it pays off.
Postcards, flyers and break-room posters, for the employees who will never read a work email. Print materials reach employees without work email, including the field and floor staff who miss digital campaigns entirely. Postcards and break-room posters reach people who never open email.
Digital
E-flyers, digital posters, PDF benefit guides, and scheduled email and text campaigns timed to the enrollment window. Digital campaigns keep employees informed throughout the benefits enrollment window, with reminders timed to the deadline. Campaigns are timed to the enrollment window.
Microsite and Video
A dedicated benefits microsite employees can use all year, custom educational video, and a decision-support tool that compares options side by side before the employee elects. A benefits microsite supports employees all year. It holds plan details, videos and a decision-support tool in one place.
The part employees never see is the part that breaks.
The Right Platform for the Case
We match the enrollment system to the group instead of forcing every group onto one system, including the one you already use, when it is the right fit. Matching the platform to the group keeps enrollment smooth for employees and for the HR team that supports them.
Files That Land Correctly
Census intake from your HR system, payroll deduction files, carrier data feeds and audit trails, with reporting after enrollment closes and a named team rather than a shared inbox. Accurate files are the backbone of benefits enrollment, because payroll and carriers act on what the files say.
A standard build takes six weeks, so start before the renewal is signed.
Counselor-led enrollment is often funded in part or in full by the voluntary benefits employees choose during it. We tell you up front which parts carry a fee.
| Week | What Happens |
|---|---|
| Week 1 | Kickoff and review of existing plan materials. |
| Week 2 | Case workbook and eligibility rules, so the system knows who can elect what. |
| Week 3 | Communications strategy: which channels, which languages, which dates. |
| Week 4 | Platform build and carrier file testing. |
| Week 5 | Your team tests the enrollment and we validate every rate. |
| Week 6 | Final approval and readiness for open enrollment. |
| After enrollment | Deduction files to payroll, elections to carriers, and reporting on who enrolled in what. |
See the voluntary benefits that are usually offered alongside →
What HR teams ask before handing over an enrollment.
Ten answers for the person whose name is on the enrollment email.
What is a licensed benefit counselor?
A licensed insurance professional who walks each employee through the whole benefits package, core medical plan included, answers the questions an HR team cannot, and can enroll the employee on the spot. Licensed benefit counselors help employees make informed choices.
Do you offer enrollment in Spanish?
Yes. Spanish-speaking counselors are available in select areas, and contact-center and printed material can be produced for Spanish-speaking employees. Bilingual enrollment support raises participation among Spanish-speaking employees who may otherwise default into no coverage. Spanish-speaking counselors are available in select areas.
How far ahead do we need to start?
About six weeks before the enrollment window opens, which usually means starting before the renewal decision is final. Starting six weeks out keeps benefits enrollment on schedule, even when the renewal decision runs late. Start before the renewal decision is final.
What does counselor-led enrollment cost?
It depends on group size and channels. It is often funded in part or in full by the voluntary benefits employees elect, and we quote any fee separately before you commit. Voluntary benefits can offset enrollment service costs. Any fee is quoted separately.
Can counselors help outside open enrollment?
Yes. Licensed help is available year-round for new hires, life events and questions that come up after a claim. Year-round counselor support helps employees beyond open enrollment, when life events and claims raise new questions. New hires and life events are covered.
Our employees work nights and weekends. Can this still work?
Yes. On-site sessions can be scheduled across shifts, and the contact center reaches employees who are never on site during business hours. Flexible scheduling reaches night and weekend workers during benefits enrollment, so no shift is left out. The contact center helps too.
Do we have to change our benefits administration system?
Not necessarily. We match the platform to the group, and if the system you already use is the right fit we build the enrollment on it. Using your existing platform can simplify benefits enrollment and avoid a system change during a busy season.
Can you build a benefits microsite for our company?
Yes. A dedicated microsite holds plan details, videos and the decision-support tool in one place, and it stays live all year, not just during enrollment. A year-round benefits microsite keeps plan information in one place for employees and their families.
What happens after enrollment closes?
Deduction files go to payroll, elections go to the carriers, and you receive reporting on participation by plan and tier, handled by a named team. Post-enrollment reporting closes the loop for HR, showing who enrolled in what and confirming the files reached payroll and carriers.
Will employees be pressured to buy voluntary coverage?
No. The enrollment is built around the core medical decision first, voluntary coverage is presented as optional, and you review the scripts before enrollment starts. Core-first enrollment keeps voluntary benefits optional and keeps the employee’s medical decision at the center of the conversation.
Planning your next open enrollment? Send us your renewal, or talk it through with someone first. No cost, no obligation.
General information about enrollment services. Availability of in-person and Spanish-language counseling varies by location.
Related guides.
Frontline and Hourly Employee Benefits
Making enrollment work away from a desk.
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.
Switch to CFH. Unhappy with your broker? Your employees won’t notice. You will. →