Integrated Voluntary Benefits Enrollment and Administration

An evolving and diverse workforce is increasingly moving away from a uniform approach to benefits. Employers now recognize the importance of adding voluntary benefits like identity theft, critical illness, hospital indemnity, and accident, alongside traditional options to effectively address the unique needs and preferences of their employees.

Our comprehensive enrollment and administration technology creates an integrated enrollment process that improves the employee experience and simplifies HR administration. Adding Enrollment Support Solutions brings even more value to employers.

 

Enrollment Support Solutions

Best-in-Class Voluntary Carriers

Strategic carrier partnerships provide savings and discount opportunities for adding personalized Enrollment Support Solutions.

Total Implementation Management

We handle the implementation process soup to nuts, including requirements and paperwork gathering, platform setup, and managing carrier installations. 

Streamline Enrollment and Administration

Customized communication, education, and powerful technology combine to integrate core and voluntary front-end enrollment and ongoing administration, easing the workload for insurance brokers and their clients' HR staff.

Tailored Communications Lifts Participation

A user-friendly enrollment platform, clear communication channels, and personalized support is an opportunity for higher employee satisfaction, engagement, and participation rates.

 

Opportunity and Impact

Voluntary Benefits are in Demand

76% of employees say voluntary benefits positively affect their decision to work for and stay with their employer - Corstream, 2021 State of Voluntary Benefits

Employers Are Listening

Most US employers plan to enhance health & benefit offerings in 2023 to improve talent attraction and retention - Mercer Health and Benefit Strategies for 2023

More Likely to Recommend

67% of employees who rate their benefits as excellent or very good said they were more likely to recommend their employer  - New England Enrollment Strategies 

A Better Employee Experience

80% of employees who met 1:1 with an enrollment specialist found them to be very or extremely helpful. - DirectPath, 2021 Consumer Report

Enroll smarter, not harder. Let's talk. 

Voluntary Benefits Insights

NFP US Benefits Trend Report 2024

1362
Karen Greco
/ Categories: Employee Benefits

Download the full report below

Trends in Employee Benefits: Key Takeaways

Employers are facing new challenges with legislation and ballooning costs.

65%

of employers see price transparency as a challenge.

 
18%

of employers see price transparency as an opportunity.

 
76%

of employers report that it is either very or extremely important to establish a best practice fiduciary policy and practice in 2024.

 
21%

of employers plan on increasing their benefits budget by at least 10%.

76%

of employers are concerned about increasing pharmacy costs. However, 31% do not use a pharmacy consultant.

Employees are struggling with stress and the current economic environment — and employers have an opportunity to better support them.

33%

of employees report feeling distracted at work by non-work issues.

 
58%

of workers are interested in mental fitness programs such as resiliency training or meditation programs.

 

Employees need lower cost options that meet their needs, and more support in choosing benefits.

42%

of employees feel their benefit offerings don’t meet their needs well.

 
37%

of employees do not feel confident in their ability to select the benefits that best meet their needs.

 
56%

of employees note that economic concerns will impact their benefits decisions.

 
38%

of employees feel that economic concerns will cause them to choose a lower-cost plan.

 
50%

of all employees have $1,000 or less in savings to cover the cost of unexpected expenses.

 
 
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