Top 7 Tasks for HR Teams After Open Enrollment
December 3, 2025
Open enrollment is complete, but the work isn't over yet. Discover seven essential steps for HR teams to ensure a smooth benefits transition.
Open enrollment is complete, but the work isn't over yet. Discover seven essential steps for HR teams to ensure a smooth benefits transition.
Managing details after open enrollment can feel overwhelming. From juggling employee questions and carrier communications to a mountain of administrative tasks, it’s easy for something critical to slip through the cracks.
To ensure a smooth transition into the new benefits year, here are seven key tasks to tackle after open enrollment.
Even with the best communication, mistakes can happen. Whether an employee forgets to enroll a dependent or misses the window entirely, taking a moment now to double-check can prevent issues once benefits take effect. Take time to review elections, reach out to confirm waivers or plan changes, and verify that all employees have submitted their open enrollment decisions.
Make sure that all relevant materials are updated, such as benefit summaries and Summaries of Benefits and Coverage (SBCs). Communicate any changes in plans and the new premium rates to your COBRA participants. This will allow them to review their options and make changes to their elections if needed.
Compliance is non-negotiable, and post-enrollment is the best time for a quick audit. Did your team distribute all required notices during the enrollment process?
These include SBCs, the Children’s Health Insurance Program (CHIP), and information on special enrollment rights, among others. If these were not included in your enrollment materials, such as a benefits guide, it’s crucial to distribute them as soon as possible.
Now is the ideal time to gather feedback from employees while the experience is still fresh in their minds. Instead of launching a formal survey, consider sending a quick email asking which parts of the process were easy, which were challenging, and what they would like to see next year. This input is invaluable for improving open enrollment communication strategies and overall processes, and it can reveal areas where employees want to learn more about their benefits.
To keep the conversation going and strengthen engagement throughout the year, consider hosting mid-year educational sessions that build understanding and help employees make the most of their benefits.
After gathering employee feedback, it’s essential to then meet with your internal team and external partners, such as your broker. This allows the open enrollment team to review the entire process from an administrative perspective.
Identifying key areas for improvement early on, allows for clear objectives to be set for a smoother open enrollment next year.
Before making a payment on the first invoice, take the time to ensure that all new rates have been entered correctly and that premiums are calculated as expected. Catching a mistake on the first invoice is easier than trying to correct errors months down the road. A thorough audit confirms that the company and employees are being charged the correct amount from the start.
As the new year begins, employees will have several benefit-related tasks and dates to keep in mind. Sending out a friendly reminder that covers important points, such as the ones below, can help keep them on track.
By working through these post-enrollment tasks, HR teams can create a seamless transition for employees into their new benefits year. This follow-up not only reduces administrative burdens but also reinforces HR teams’ role as trusted guides, helping employees feel supported and confident. With these details finalized, teams can successfully close out the season and plan for the next year with a solid foundation in place.
Reach out to a trusted advisor today to help guide you through the open enrollment process and other employee benefit needs.
