More than halfway through 2025, HR leaders may feel there’s not enough time left in the year to make an impact, especially with annual benefits enrollment coming up fast. Fortunately, that’s not true—you just need to find employee benefit initiatives that can deliver a measurable impact in four to five months. Consider the following three initiatives that can still drive change this year—if you get started soon.
- Launch a communications campaign to drive better open enrollment outcomes
Your benefits program is only as effective as its communications plan. HR leaders who want to maximize open enrollment participation (and employee satisfaction) should think like marketers. A multi-touch campaign supporting annual enrollment can create clarity and urgency, while guiding employees to choices that are the best fit for their individual circumstances.
- By using targeted messaging, simplified language and mobile-optimized tools, employers can empower employees to take action with confidence. Two-thirds of employees with access to benefits support tools feel confident in their plan choices, compared to only 50% of unsupported employees. Year-round education and tailored outreach are the best strategy. Alight Worklife® delivers nudges, AI-supported personalization and other prompts to help employees make better annual enrollment decisions. Adding a seasonal campaign can help drive higher employee engagement and reduce post-enrollment changes.
- Offer healthcare spending accounts to simplify and optimize spending
In 2024, 72% of eligible employees opted into healthcare savings accounts. SmartChoice accounts from Alight are built to streamline the experience of creating and funding a reimbursement account while helping employees make the most of their money. Reimbursement accounts go beyond healthcare to include dependent care, commuter and lifestyle spending and other accounts that provide ways for employees to plan for future expenses.
SmartChoice accounts also take the guesswork out of choosing and using benefits by offering real-time coaching, proactive nudges about eligible purchases and simplified reimbursement processes—all through an integrated mobile experience. When employees understand their benefits, they use them more effectively, leading to better ROI for their employers. Adding healthcare spending accounts, such as SmartChoice, in 2025 is a strategic step toward a more connected, cost-effective benefits experience.
- Customize the benefits plan for your workforce
Increasingly, employees are looking for benefits that reflect their real lives and speak to practical issues. Alight offers numerous ways to customize benefits offerings via the Alight Partner Network. For example, low-cost employee loans are a powerful, personalized way to boost employee satisfaction with benefits packages. The ability to access a loan at the right time can provide immediate financial relief, with lower interest rates and simple repayment terms. Clearly, this is a better alternative to credit card debt, 401(k) loans or payday loans.
Alight can connect your people with an array of other benefits that will set your plan apart.
These additional employee benefits include:
- Caregiver support
- Digital help with MSK conditions along the continuum of care
- Mental healthcare
- Fertility, family-building and hormonal healthcare
- Student loan savings plans
- Substance abuse care
Health Benefits
Now your employees can engage with their health benefits in an impactful way. ROI guaranteed.
It’s not too late to make an impact with employee benefits that go beyond the expected. Unlock the Alight Benefits Advantage™ by elevating your programs to offer a more personalized experience while driving measurable results.
Reimbursement Accounts
Your people can save and feel secure with strategic cost-saving reimbursement accounts from Alight.
