Due to COVID-19 workplace restrictions, many organizations are still working remotely, with no end to that in sight – as it will likely continue into 2021 and perhaps beyond. Access to quality healthcare and benefits has never been more important to employees, as national concerns of contracting the virus are understandably still high. Most open enrollment seasons go from November 1st until the end of the year, with some employers still offering employees some or all of January still time to enroll.
This unprecedented open enrollment period is even more challenging for employers when it’s never easy to begin with. Thankfully, there are some innovative ways that employers are adapting to an open enrollment season impacted by COVID-19. Below are some examples and ideas for how employers can adapt to this unprecedented open enrollment season.
Offering Virtual Enrollment
Much work as well as telemedicine appointments are already being done virtually already, so it makes sense that employers are offering enrollment virtually. Enrollment being done entirely remotely has actually been happening for a few years now, but its widespread use has exploded here in 2020. Most open enrollment processes include web-based enrollment platforms that employees can select their benefits plans, video meetings with employees and HR staff, and important online resources for employees like guides to help them get the most out of their benefits and printable insurance cards.
Keep Communication Lines Open
Because of the virtual nature of this year’s open enrollment, employees are more likely to have increased questions about their benefits. Employees will be concerned with benefits questions like disability, sick leave, vacation time, layoff protection, mental health services, telemedicine options and care for dependents. This is why it’s crucial for employers to keep the lines of communication open – whether that’s video chat support, phone, email, or another digital chat method.
Provide Access to Company Telehealth Meetings On-Demand
Most of the otherwise in person healthcare conferences have been done virtually this year. A common theme of most of these virtual conferences is that replays of the presentations and panel discussions are made available on-demand for a few months after the event wraps. Employers can consider offering their employees the same – by providing access to telehealth meetings should employees be unable to attend, or need refreshers on the information given during these important meetings.
Trust the Stop-Loss Experts at Prodigy
We understand that this year has brought with it challenges that none of us expected and few of us have seen before. At Prodigy, we make it our top priority to ensure that our client’s stop-loss policy is not one of these challenges. If you have questions about how adding a stop-loss policy to your self-funded health care, and how this might impact your company’s open enrollment, don’t hesitate to call us today. We work hard to save employers money, as it’s something that too many of us could use at this time.