Open enrollment for 2026 is just around the corner. The annual period gives employees the chance to review their benefits, make changes, and choose the plans that best fit their needs for the year ahead.
Health, dental, and vision insurance are at the center of these choices, but employees will also be considering flexible spending accounts (FSAs), health savings accounts (HSAs), life and disability insurance, and other voluntary benefits.
At most organizations, open enrollment is a 30-day window. Within that time, HR and benefits teams must provide clear information, ensure compliance, and offer a seamless process to their workforce.
To help your business prepare, below are three critical tasks to focus on as you head into open enrollment 2026.
Step 1: Review and Refresh Your Benefits Offerings
Open enrollment is not only a great time to renew existing plans, it’s also an opportunity to make sure your benefits strategy reflects the realities of today’s workforce.
With that being said, take the time leading up to the annual event to survey your employees to identify which benefits are most valued and where gaps may exist. The Society for Human Resource Management (SHRM) recommends this approach to ensure offerings align with evolving employee needs.
Look beyond traditional healthcare to emerging areas such as mental health services, fertility and family planning, student loan repayment assistance, or flexible work benefits. Providers can supply meaningful insights into which plan types are most popular across age groups or demographics, helping you spot trends before they become expectations.
It’s equally important to benchmark your benefits against competitors. Comparing your package with those of peer organizations ensures your benefits remain attractive in a competitive market.
Giving special attention to your benefits ahead of open enrollment is a great way to demonstrate to your workforce that you care about their well being. Plus, it directly impacts recruiting as well, since prospective employees increasingly evaluate employers based on benefits.
Finally, use the review process to anticipate cost drivers. If claims data shows rising demand for a particular type of care or service, adjusting your offerings now can help manage costs while also demonstrating that you take employee well-being seriously.
Step 2: Align Contributions with ACA Compliance Requirements
Setting up employee contributions for healthcare and related benefits is not only a financial consideration, but also a legal requirement. Compliance with the Affordable Care Act’s (ACA) Employer Mandate requires employers with 50 or more full-time or full-time equivalent employees to offer affordable Minimum Essential Coverage that also meets Minimum Value standards.
While that may seem like a simple task, complying with the ACA’s Employer Mandate can be complex, as it’s a layered law with a lot of moving parts.
First things first, before setting up contribution rates for the upcoming plan year, confirm you are applying one of the two IRS-approved methods for determining full-time status, and subsequently, employee benefits eligibility. Either the monthly or look-back methods are permitted.
Applying a method consistently across your workforce ensures you have a clear and defensible basis for extending coverage to your employees. Of course, employers can skip this step altogether if they wish to extend coverage to their entire workforce.
Once you’ve defined how you will extend coverage, it’s time to set up a contribution structure, and it needs to be deemed “affordable.” For the 2026 tax year, the ACA affordability threshold is 9.96%, a sizable increase from 2025’s 9.02%.
As a result, employers must offer at least one plan to full-time employees and their dependents that does not exceed 9.96% of their annual income.
To test affordability, employers can apply one of three IRS safe harbor provisions: the W-2, Rate of Pay, or Federal Poverty Line method.
Once eligibility and affordability are established, focus on consistency in how you extend medical benefits to your teams. Review compensation data carefully and consider employee groupings, such as job role, age, or tenure, to determine contribution tiers. This approach creates uniformity across your organization while also ensuring plans are affordable.
Use the administrative period leading up to enrollment to review your compliance processes. Be sure you are recording all coverage offers, declinations, contribution rates, and Summary of Benefits Coverage (SBCs).
Having this information organized ensures you are ready for accurate reporting on IRS Forms 1094-C and 1095-C but also prepared in the event of an IRS audit. A strong monthly compliance process not only avoids penalties but also protects your organization from costly mistakes.
Finally, simplify the process for employees who are satisfied with their existing health plans by allowing them to roll over their prior year’s election without making any new selections.
Step 3: Simplify Enrollment with Supportive Resources
A confusing or inefficient enrollment process is something no employee wants to deal with. In addition to creating a bad experience for your teams, it creates unnecessary administrative work.
Heading into open enrollment 2026, check to see that your process allows employees to view their options side by side, compare costs and features, and make selections with confidence.
The goal is to make the enrollment process simple, clear, and fast. Provide step-by-step instructions and be proactive in addressing questions as they arise. One effective approach is to set up a tiered support model. A tiered support system includes FAQs and digital resources to answer common questions, then escalating complex issues to HR staff.
To take the burden off your team, consider implementing an advanced benefits and elections system that streamlines enrollment, reduces errors, and provides employees with the tools they need to make informed choices. Infor’s Human Resources application is a standout solution.
Education is equally important. Employees need more than plan options; they need the knowledge to make informed decisions. Providing detailed guides, FAQs, and comparison tools helps employees navigate their choices with confidence.
Also consider providing your employees access to benefits advisors as this will give employees an outlet for personalized support. Dedicated communication channels such as an email inbox, phone line, or Teams channel ensure questions don’t go unanswered.
To avoid last-minute confusion, make resources available at least two to three weeks before enrollment begins, giving employees time to review their options, ask questions, and finalize their decisions.
Kick Off 2026 Open Enrollment with Confidence
A smooth and successful open enrollment relies on preparation, compliance, and the right tools. Technology platforms such as Infor’s Human Resources module can automate enrollment workflows, empower employees through self-service, and deliver analytics that help you identify trends and adjust offerings.
But even the best software delivers the most value when paired with the right expertise. Partnering with RPI Consultants ensures your system is optimized for your workforce and industry, while also keeping you ahead of ACA compliance requirements and reporting standards.
Open enrollment 2026 is about more than simply meeting deadlines and legal requirements, it’s about demonstrating your commitment to employee well-being, improving retention, and creating scalable success for your HR team.
By combining thoughtful planning, clear communication, and modern technology, your organization can turn open enrollment into a strategic advantage. To learn more about how RPI Consultants can help you prepare for the upcoming open enrollment season, contact us below.
Open Enrollment 2026 FAQ
1. When does open enrollment for 2026 start?
Most employers hold open enrollment in the fall of 2025, typically over a 30-day period. Exact dates vary by organization. The federal open enrollment for the upcoming 2026 plan year will begin November 1, 2025.
2. What should employers do to prepare for open enrollment 2026?
Employers should review their benefit offerings, set contribution rates that meet ACA affordability standards, simplify the enrollment process with clear instructions, ensure compliance with federal requirements, and provide employees with educational resources.
3. What are the ACA safe harbor provisions?
The IRS allows employers to test affordability using one of three safe harbors: the W-2 method, the Rate of Pay method, or the Federal Poverty Line method. These help confirm that employee contributions are affordable
4. Why is employee education important during open enrollment?
Employees often struggle to compare and understand benefits. Providing guides, FAQs, and access to advisors reduces confusion, builds confidence, and improves enrollment outcomes.
5. How can technology streamline open enrollment?
Modern HR systems automate administrative tasks, reduce errors, and give employees easy self-service options. Platforms like Infor GHR also provide compliance tools and reporting features to help HR teams manage enrollment more effectively.
