Preparing for 2026 Open Enrollment

By Stephanie DePaco, Vice President of Insurance Services

What is Open Enrollment?

Open Enrollment is a designated period each year when employees can review, select, or make changes to their employer-sponsored benefits, including health insurance, dental, vision, life insurance, and voluntary benefit options. It is also an important opportunity for employers to evaluate their benefits strategy, communicate plan updates, and ensure employees understand the options available to them for the upcoming plan year.

Open Enrollment is an opportunity for employers to evaluate whether their benefits strategy is supporting their workforce, controlling costs, and meeting business objectives for the year ahead. For many organizations, this is an opportunity to strengthen employee engagement, improve benefits awareness, and ensure the company’s offerings continue to support both workforce needs and business goals. The challenge is understanding what employees value, managing rising healthcare costs, communicating plan changes effectively, and ensuring a seamless enrollment experience.

Open Enrollment is one of the most important times of year for HR teams, business owners, and employees. The decisions you make regarding health insurance, voluntary benefits, and plan design will directly impact employee satisfaction, retention, and your organization’s financial performance throughout the coming year.

At Payentry’s Insurance Services Division, we’ve seen firsthand that the most successful Open Enrollment periods begin months before employees ever receive an enrollment notice. The employers who achieve the best results are the ones that review plan performance, identify communication gaps, and prepare employees before decisions need to be made.

Here’s how to prepare now for a smooth and successful 2026 Open Enrollment.

Conduct a Strategic Benefits Review

A strong benefits renewal strategy should include evaluating employee utilization, plan participation, communication effectiveness, and opportunities to improve their overall benefits experience. Before renewal discussions begin, take a fresh look at your current benefits offerings. Ask yourself:

• Are your plans still cost-effective for both the company and employees?
• Do your benefits align with what today’s workforce values most?
• Have employees expressed confusion, dissatisfaction, or requests for additional options?
• Are there opportunities to improve participation or reduce costs?

Today’s employees are increasingly interested in benefits such as mental health support, telehealth services, health savings accounts, and voluntary coverage options. Our Insurance Advisors can provide:

• Comparative plan analysis.
• Benchmarking against similar employers.
• Cost modeling.
• Customized recommendations aligned with your goals and budget.

Understand What’s Changing for 2026

Each year brings regulatory updates, carrier changes, and evolving benefit trends. For 2026, employers should be prepared to review:

• Affordable Care Act (ACA) affordability thresholds.
• Carrier and network changes.
• Prescription drug and specialty care cost trends.
• Emerging employee benefit preferences.

Our benefits advisors regularly help employers navigate these changes by reviewing plan updates, evaluating cost impacts, and identifying opportunities before renewal decisions are finalized. We help you understand what’s changing and how it may affect your employees and your bottom line.

Build a Communication Strategy Early

In working with employers during renewal season, we often see the same challenge: employees are asked to make important benefit decisions without enough time or guidance. A strong communication strategy can make the difference between a smooth enrollment and a year of employee questions and confusion. Starting in the summer gives you time to create a thoughtful communication plan that educates employees and reduces confusion. Best practices include:

• Virtual or in-person benefits meetings.
• Clear, concise plan summaries.
• Employee FAQs.
• One-on-one consultations with benefits advisors.
• Multi-channel communication through email, employee portals, and informative materials.

When employees understand their options, they are more likely to make informed decisions and appreciate the value of the benefits you provide.

Streamline Enrollment Administration

Manual processes and disconnected systems can create errors, delays, and compliance risks. With Payentry, employers benefit from integrated technology and hands-on support that simplifies the entire enrollment process. Our solutions include:

• Online benefits enrollment integrated with payroll and HR.
• Guided employee enrollment tools.
• Carrier connectivity for seamless updates.
• Real-time support for administrators and employees.

We also leverage Employee Navigator, a leading benefits administration platform that makes Open Enrollment easier for both employers and employees. Through Employee Navigator, employees can review plan options, compare costs, enroll online, and access their benefit information from one intuitive portal. For employers, the platform streamlines eligibility management, automates carrier feeds, and reduces the administrative burden associated with manual enrollment processes.

By eliminating manual steps and improving visibility, your HR team spends less time troubleshooting enrollment issues and more time supporting employees.

Partner with a Trusted Benefits Advisor

Employee benefits are a major investment and an essential part of your strategy for attracting and retaining talent. Having a knowledgeable partner can help you make informed decisions, negotiate effectively, and stay compliant.

Payentry’s Insurance Services Division provides:

• Licensed benefits advisors.
• Strategic plan design consulting.
• Compliance support for ACA, COBRA, and ERISA.
• Enrollment services.
• Employee advocacy and ongoing support.

From renewal planning to employee education, we are with you every step of the way.

Start Early

Beginning your Open Enrollment planning early allows you to:

• Review renewal options without rushing.
• Explore alternative carriers and plan designs.
• Develop employee communication materials.
• Address compliance considerations.
• Ensure a seamless implementation.

The earlier you start, the more strategic and stress-free your enrollment process will be.

Frequently Asked Questions About 2026 Open Enrollment

When should employers begin preparing for 2026 Open Enrollment?
Employers should begin reviewing their benefits strategy several months before their renewal period. Starting early allows time to evaluate plan options, compare costs, communicate changes effectively, and provide employees with the resources they need to make informed decisions.

What should employers review before their 2026 benefits renewal?
Employers should evaluate current plan performance, employee participation, healthcare costs, employee feedback, and available alternatives. A comprehensive benefits review can help identify opportunities to improve plan value while managing expenses.

What benefits trends should employers consider for 2026?
Employers should monitor trends such as increased interest in mental health resources, virtual healthcare options, voluntary benefits, financial wellness programs, and solutions that provide employees with more flexibility and choice.

How can employers make Open Enrollment easier for employees?
Clear communication, simple enrollment tools, and access to benefits guidance can significantly improve the employee experience. Providing plan comparisons, FAQs, educational resources, and enrollment support helps employees better understand their options.

How can benefits administration technology help during Open Enrollment?
Benefits administration platforms can simplify enrollment by allowing employees to review plan options, compare costs, complete elections online, and access benefit information in one place. For employers, these tools help reduce manual processes, improve accuracy, and streamline communication.

Should employers compare their current benefits plans with other options?
Yes. Reviewing alternative plans and carriers can help employers determine whether their current offerings remain competitive in terms of cost, coverage, and employee value. A plan comparison can uncover opportunities to improve benefits while maintaining budget goals.

How can Payentry help with 2026 Open Enrollment planning?
Payentry’s Insurance Services Division works with employers to evaluate benefit offerings, review plan options, support compliance requirements, improve employee communication, and streamline enrollment administration.

Let’s Make 2026 Open Enrollment Simple

With the right planning, tools, and expert guidance, Open Enrollment becomes an opportunity to reinforce your commitment to your employees and position your organization for success.

If you’re ready to prepare for 2026 Open Enrollment, Payentry’s Insurance Services Division is here to help.

Schedule a complimentary Open Enrollment Readiness Consultation today.

We’ll review your current benefits, evaluate new opportunities, and help you execute a smooth, compliant, and successful enrollment season.

Our team can help you evaluate your current benefits strategy, compare available options, and create a process that works for both your HR team and employees. Learn more about how we can help you achieve your business goals, address challenges, and resolve issues with speed and precision by conveniently scheduling an appointment with our team. To speak directly with an experienced payroll, benefits, Insurance or HR professional, please contact us at 704.632.2940 or simply Click Here and Let’s Talk.

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*MPAY LLC dba Payentry (Company), is not a law firm. This article is intended for informational purposes only and should not be relied upon in reaching a conclusion in a particular area of law. Applicability of the legal principles discussed may differ substantially in individual situations. Receipt of this or any other Company materials does not create an attorney-client relationship. The Company is not responsible for any inadvertent errors that may occur in the publishing process.