Open enrollment is a pivotal time for employees and individuals to make decisions that impact their health, finances, and overall well-being. While medical coverage often takes center stage, ancillary benefits such as dental, vision, disability, and supplemental coverage are increasingly influencing enrollment choices. In 2026, employees are voicing clear expectations about how these benefits should be communicated and delivered. Brokers and benefits administrators who listen and adapt will not only improve enrollment outcomes but also build stronger trust and engagement.
According to a recent LIMRA study, 62% of employees say they feel confused by ancillary benefit options during open enrollment. The main culprit is jargon-heavy explanations that fail to connect with real-life scenarios. Employees want brokers to simplify the language and illustrate benefits with practical examples. For instance, explaining how short term disability coverage can replace income during a six-week recovery from surgery makes the concept relatable and actionable.
Price remains a top concern. A 2025 survey by the Employee Benefit Research Institute found that 71% of workers want more upfront cost details before enrolling. Employees are asking for clear breakdowns of monthly premiums, deductibles, and potential out-of-pocket expenses. Brokers who provide easy-to-read comparison charts and calculators are helping employees make informed decisions and reducing post-enrollment dissatisfaction.
The rise of digital enrollment platforms has transformed the experience, but employees expect more than just online access. They want intuitive, mobile-friendly tools with features like side-by-side plan comparisons, personalized recommendations, and live chat support. A recent report from BenefitsPRO noted that companies using interactive platforms saw a 35% increase in ancillary benefit participation compared to those relying on paper forms. Brokers who invest in technology are seeing higher engagement and fewer enrollment errors.
Employees feel more empowered when they receive educational resources before and during open enrollment. Short videos, FAQs, and webinars are among the most requested formats. Beyond product details, employees want to understand how ancillary benefits fit into their overall financial wellness strategy. For example, explaining how supplemental accident coverage can prevent unexpected medical bills from derailing a household budget helps employees see the bigger picture.
Open enrollment can be stressful, especially for individuals managing health conditions or financial constraints. Employees appreciate brokers and administrators who approach conversations with empathy and patience. A human touch combined with clear guidance makes a lasting impression. In fact, a recent survey found that 78% of employees are more likely to trust benefits advisors who demonstrate empathy during enrollment discussions.
The message from employees is clear: Ancillary benefits matter, and the way they are communicated matters even more. Brokers and HR teams should take these insights to heart by:
By implementing these strategies, brokers and HR professionals can transform open enrollment from a stressful obligation into a positive, empowering experience for employees.
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