Trendspotting: The Open Enrollment Essentials For A Winning 2025

Adapting to evolving employee needs and expectations

As we approach the 2025 open enrollment season, it becomes more imperative to understand the shifting employee landscape. Open enrollment is no longer just an annual administrative HR task; it’s a strategic opportunity to attract, retain, and engage employees. The evolving workforce demands competitive total reward benefits and seamless enrollment experiences. Employers must pay close attention to several emerging trends and sought-after benefits to meet employees’ needs and expectations. To thrive in this new era, employers must embrace the following trends: 

Personalized Benefits Packages

The days of the one-size-fits-all benefits package are long gone. Today’s employees are in pursuit of companies that offer benefits that align with their individual needs, lifestyles, and career aspirations. According to Forbes, the shift towards personalized benefits reflects a broader change in the workplace – recognizing employees as individuals with unique needs, aspirations, and challenges rather than as a collective whole. Personalized benefits allow employees to tailor their benefits to meet their multifaceted lives and their evolving needs at different life stages. Companies that understand and address these disparities can create a more satisfied and successful workforce. A personalized benefits package typically includes various options tailored to meet the specific needs of an individual, allowing employees to choose from various options, such as additional health coverage, retirement plans, paid time off, flexible spending accounts, wellness programs, flexible work arrangements, child care assistance, professional development, etc.

 

Mental Health Support

While once a taboo subject in the workplace, the focus on mental health continues to intensify, with employees seeking comprehensive health benefits. Employers play a crucial role in creating a culture where employees feel comfortable seeking help and can do so by providing benefits that include counseling services, support groups, stress management programs, 24/7 hotlines, crisis intervention services and wellness apps. In a recent survey conducted by Lyra, more than 1 in 3 organizations have reported that their organization’s mental health declined in the past year. That’s up from 1 in 5 just a year ago. The generic EAP offering is falling short, and employees are looking to their employers to offer better solutions that are accessible and affordable. 

Flexible Work Arrangements

The days of the traditional 9-to-5, in-office workdays are a thing of the past. Employees increasingly value flexibility in their work schedules and locations, and employers need to adapt to meet these expectations. Offering a variety of flexible work arrangements, such as remote work, flexible hours, and hybrid models, can enhance work-life balance and job satisfaction. A more flexible workplace unlocks a culture that prioritizes employee well-being and positions organizations to succeed in the future of work.

Financial Wellness Programs

With rising living costs, many employees are financially stressed and are in need of financial wellness benefits. According to OneDigital’s Employee Value Perception Study, nearly half of surveyed employees fear accidents could destroy their financial future, rising to approximately 65% for individuals who are single, particularly single parents. As a result, their well-being and productivity can be significantly impacted. Employers can offer financial planning resources, student loan repayment, debt management assistance and retirement planning to help employees manage their financial health effectively. Overall, financial wellness programs provide a win-win situation for employees and employers by reducing financial stress, increasing productivity, improving employee retention, enhancing financial literacy, attracting top talent and boosting engagement.

Sustainability Initiatives 

Open enrollment season is a prime opportunity for employers to not only review and update employee benefits but also to incorporate sustainability initiatives into their offerings. By aligning benefits with environmental values, companies can attract and retain eco-conscious talent while positively impacting the planet. Companies can incorporate eco-friendly initiatives such as public transportation subsidies, carbon offset programs, waste reduction initiatives, community involvement opportunities, sustainable procurement, and green office practices. Offering sustainable benefit options can demonstrate a company's commitment to both its employees and the planet.

Continuous Learning and Development

Open enrollment is more than just a time to review and select benefits; it's an opportunity to invest in your employees' professional development. By aligning learning and development opportunities with the benefits package, you can create a holistic approach to your employees’ growth and career advancement. Employees are looking for opportunities to grow professionally, and employers can support this by providing them with access to online courses, certifications, and mentorship programs. This investment in employee development can also help organizations identify and develop future leaders.

Open enrollment is a powerful tool for building a strong employer brand and fostering employee satisfaction. By understanding these trends and adapting their benefits offerings, employers can better meet the evolving needs and expectations of their workforce, ultimately leading to improved employee satisfaction and retention.

Nicholle Trugman is an Employee Benefits Strategist and Associate VP for OneDigital's West Region.