5 Open Enrollment Communication Tips for Growing Companies

Open enrollment doesn’t have to be chaos. For companies with 20–200 employees, it’s a prime opportunity to level up your employee experience, reinforce your culture, and reduce HR headaches if communication is done right.

At BenX, we help growing businesses turn open enrollment into a strategic advantage. Here are 5 essential tips to help you improve communication, drive engagement, and avoid the last-minute fire drills that so many HR teams dread.

1. Start Earlier Than Feels Necessary

Too many companies wait until the final two weeks to announce open enrollment. That’s a mistake.

Instead, begin communicating a few weeks out. Give your employees time to process their options, attend meetings, and get questions answered before they’re staring at a deadline.

This is especially helpful in mid-sized companies where HR bandwidth is stretched and employees can’t all attend a single session.

2. Use Multiple Communication Channels

One “all-staff” email won’t cut it. Your team has different workstyles and preferences, so meet them where they are.

Use a mix of:

• Email,

• Slack/Teams

• Short videos

• Text reminders

• Company intranet

• Live or recorded webinars

You don’t need a massive team to do this, just a plan to repeat the message consistently.

3. Make the Language Simple

Benefits jargon like “deductibles” and “OOP max” leads to glazed eyes and rushed decisions.

Translate complex terms into plain English. Use real-life examples. Even better - create a cheat sheet or mini FAQ page that lives on your intranet or enrollment portal.

The clearer your message, the fewer repeat questions HR gets.

4. Call Out the Big Changes

Don’t bury the lead. If there’s a premium increase, new plan, or provider network change, say that upfront.

Employees don’t want to dig through PDFs. They want to know what’s different, what it costs them, and how to make the best choice. Clear, upfront communication builds trust and cuts confusion.

5. Offer One-on-One Support

Group meetings are great, but some employees need help making personal decisions. Offer optional 1:1 meetings with HR, your benefits firm, or a third-party consultant.

For companies with 20–200 employees, this is a high-impact, low-cost way to reduce mistakes and show your team that you care.

Wrapping Up

If your company falls in the 20–200 employee range, open enrollment is more than a compliance task - it’s a leadership moment. Clear, early, and human communication can make the difference between a smooth season and a stressful one.