Preparing for Benefits Annual Open Enrollment

Nearly 60% of all U.S. businesses renew benefits on January 1st.

As fall approaches, it’s time to start planning for your organization’s responsibilities when it comes to employer-sponsored benefit plans and employee participation. While this is the annual opportunity to review offerings and secure coverage for the coming year, it’s also a critical time for compliance, timely disclosures and smart preparation.

What Should My Company’s Renewal Timeline Look Like?

The answer depends on a few key factors, most notably, the size of your organization and the type of insurance plan you’re offering.

• Larger companies (typically 50+ or 100+ employees) often begin reviewing renewal trends 90 to 120 days in advance.
• Smaller employers (fewer than 50 employees) usually receive renewal pricing around 60 days prior to the deadline, making early preparation all the more important.

Suggested Renewal Timeline

90 Days
Meet with your benefits broker to review plan performance, current trends and renewal expectations. A structured timeline should be in place by this point.

60 Days
Your renewal should be available by now. Finalize a marketing strategy and timeline with your broker.

45 Days
Initial marketing efforts should have yielded plan options. This is the time for decision-makers to weigh pros and cons.

30 Days
Begin rolling out the open enrollment strategy: FAQs, benefits summaries, employee communications, enrollment portal setup and virtual or in-person education sessions. Wrap documents (Section 125, POP, etc.) should also be finalized and distributed.

15 Days
Enrollment should be closing or recently closed. Carriers will begin processing the final data.

5 Days
Employees should begin receiving ID cards, either by mail or through their online portal.

0 Days
New plan year begins. Ideally, the transition should be seamless.

+5 Days
Review any required post-enrollment filings: 1095 reporting, 5500 filings and PCORI compliance.

What’s New This Year: The NLA-Sponsored Health Program

Through a new partnership with Bona Vita Benefits, NLA is introducing an exclusive group health program built specifically for NLA member organizations.

Key Features:

• Tailored Plan Design
  Access to comprehensive medical, behavioral and family coverage through the Cigna and PHCS networks.
• Cost Efficiency
  Designed to reduce both premium costs and administrative burden for employers.
• Simplified Administration
  Backed by a team of experienced professionals to support your staff and streamline the process.

If you’re already a NLA member, or considering becoming one, this may be a compelling option for 2026 coverage.

Enrollment Season To-Do List

Bottom Line

Open enrollment can be a demanding time, especially for lean teams. But following a clear plan and giving yourself enough runway will help ensure a smooth experience for both HR and employees. Avoid waiting until the last minute. Effective benefits marketing, staff education and timely enrollment are essential to avoid costly errors or confusion. If you’re exploring new options this year, the NLA program may be worth a closer look.