Employee benefits do not always feel like a benefit, especially when we try to use them and discover limitations or find out there is a 12-step process to take.

How Can We Make Benefits Easier to Use?

There are simple changes you can make to your policies and processes to increase the value and utilization of your company’s benefits program. Here are seven to focus on in 2023.

1. Move dental cleanings to twice a year.

Have you visited the dentist for your six-month cleaning just to find out that insurance will not cover the exam because it’s been five months and some odd days since your last cleaning? This is because your dental policy covers one cleaning per six months. Remove this frustration for members by moving your benefit to two cleanings per 12 months. It will cost almost nothing to make this change, but it will make the dental benefits much easier to use.

2. Outsource and integrate absence management.

Keeping up with state-required leave, short-term disability, FMLA, and paid leave is becoming difficult as states enact more laws around leave. Outsourcing leave management can significantly enhance the employee experience around leave while ensuring your company is compliant. Imagine a single portal for employees to report all absence types. Check with your disability carrier and HRIS vendor to see what options they have.

3. Digitalize the Evidence of Insurability (EOI) process for voluntary benefits.

It’s difficult to believe employees are still completing paper forms for benefits; yet, it’s happening. Paper EOIs are difficult to track and complete, and take longer to get approved. Make it easier to enroll and administer voluntary benefits by working with carriers that offer digital EOI forms during open enrollment. Carriers like Unum and Guardian provide a link to an EOI form which can be integrated into the open enrollment process.

4. Remove coinsurance from the medical plan.

I hate coinsurance; It’s confusing for employees and decreases the value of the medical plan. Imagine going to the doctor with the understanding you will have to pay 20% out of pocket, but you have no idea what that 20% equates to.It can be difficult to remove coinsurance from a health plan (especially fully insured) because it will increase the cost of the plan; nonetheless, remove it whenever you have the option. Most members will prefer a slightly higher deductible and copays over coinsurance.

5. Remove the pre-existing condition limit on short-term disability.

A pre-existing condition limit can put a barrier in place for employees when they are out of work due to a disability. The pre-ex looks at whether the member was receiving care for the disability prior to the effective date. For example, suppose your policy has a 12/12 pre-ex and a member goes out on disability within the first 12 months of being on the policy. In that case, the carrier will look 12 months prior to the policy effective date to see whether the member was receiving care for the disability. Unless you have less than 10 employees or your policy is employee-paid, you should be able to easily remove a pre-existing condition limit on your policy and make it easier for employees to utilize the benefit.

6. Create a living Frequently Asked Questions (FAQ) document.

You have your benefits guide and your open enrollment PowerPoint, but what about a document that includes all the FAQs from your employees? Save everyone some time and create a living document for questions that have been asked throughout open enrollment and onboarding. Examples of common questions will likely include ‘what is the run-out period for FSA claims’ or ‘what is the process for submitting an out-of-network claim.’

7. Update the frame frequency in the vision plan to 12 months (from 24 months).

For many members, frames, and contacts are not mutually exclusive. Whether it’s for fashion, comfort, or necessity, members often switch between contacts and frames daily. Me, included. Within a vision plan, there is a frequency attached to the benefit for frames, contacts, and exams. Contacts and exams are almost always covered every 12 months; however, we often see frames covered every 24 months in lieu of contacts. Increase the value and utility of the plan by moving the frame's benefit to ‘every 12 months’. It may cost an extra dollar each month but the members will appreciate it. Jessica Du Bois is Vice President, Employee Benefits Consultant. For more information, please contact Jessica at jdubois@risk-strategies.com.

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