Do you know why your employees aren’t enrolling in your voluntary benefits program? And, even if you do, do you then know the best ways to get them interested? This presentation presents the top five reasons employees don’t sign up for voluntary benefits, then offers six ways to fix the situation—from offering personalized voluntary benefits to closing gaps, pacing your rollout, communicating better, making enrollment easy, and choosing the right broker.

1. Change the game
with voluntary
benefits
How to take advantage of the big
shift in benefits and get your
employees to take notice

2. What’s stopping
your employees?

3. What’s stopping your employees from
enrolling in your voluntary benefits
program?

4. You’re not offering
the voluntary benefits
they want.
What’s stopping your employees?
1

5. You’re not covering
the gaps.
What’s stopping your employees?
2
1

6. They’re overwhelmed
by too many choices.
What’s stopping your employees?
3
1 2

7. They don’t understand
what you’re offering.
What’s stopping your employees?
4
1 2 3

8. Enrollment is
too complicated.
What’s stopping your employees?
5
1 2 3 4

9. What’s stopping your employees?
1 2 3 4 5

10. So, what can
you do to fix it?

11. Offer personalized
voluntary benefits.1
Employees want benefits that
match their life and career stage. .
Look at your workforce demographics.
Claims will tell you a lot.
Check your employees’ claims history.
Employees will tell you
what they want.
Ask them.
86% of employees want to be able
to personalize their benefits to
match their medical, financial and
lifestyle needs.
86%
Sources:
EBN. Survey Finds Majority of Employees Want Customizable Benefits. March
2013.
Bankrate Health Insurance Pulse survey. 2014.
Trustmark.

12. Close
The gaps.2
65% of workers have less than
$1,000 on-hand for out-of-pocket
medical and hospitalization
expenses.
65%
Health care costs are rising.
Employees need protection, and employer-sponsored
coverage only goes so far.
Voluntary benefits can make a
good plan great.
Supplement core benefits and take the sting out
of higher deductibles and copays.
More coverage can actually cost less.
Talk to your broker about how funding voluntary
health care benefits can bring overall costs down.
Sources:
EBN. Survey Finds Majority of Employees Want Customizable Benefits. March
2013.
Bankrate Health Insurance Pulse survey. 2014.
Trustmark.

13. Pace
your rollout.3
Rule of thumb: One week of
premiums should not exceed one
hour of wages.
1:1
Take it one year at a time.
Introduce a select number of new options in each
year of a three-year rollout. Give your employees a
chance to evaluate them.
Start with the obvious.
Your employees will see immediate and obvious
value in options that offset rising medical expenses.
Add financial wellness and lifestyle benefits later.
Price matters.
Employees should not and will not enroll
in benefits that aren’t affordable.
Sources:
EBN. Survey Finds Majority of Employees Want Customizable Benefits. March
2013.
Bankrate Health Insurance Pulse survey. 2014.
Trustmark.

14. Communicate.
Communicate. Communicate.4
Two-thirds of millennials would
welcome face-to-face help from
a voluntary benefits expert.
2/3
Inform and educate
employees on their terms.
Find out if they want high-tech or high-touch
interactions, or a combination of the two.
Employees want assistance
with their selections.
Offer guidance; employees report higher job
satisfaction when they get it.
Lean on your broker.
Your broker can make online, mobile, phone and
in-person resources available to help your
employees make good decisions.
Sources:
EBN. Survey Finds Majority of Employees Want Customizable Benefits. March
2013.
Bankrate Health Insurance Pulse survey. 2014.
Trustmark.

15. Make
enrollment easy.5
7 out of 10 employees say open
enrollment is about as much fun as
income taxes.
7/10
People appreciate options.
Let employees choose how to enroll. Some prefer
paper forms. For others, it’s strictly digital.
People also appreciate help.
Support your employees during enrollment with the
online and in-person resources they need to make
the best decisions.
Get your broker involved.
Your benefits broker can recommend and deliver the
best enrollment process for your organization.
Sources:
EBN. Survey Finds Majority of Employees Want Customizable Benefits. March
2013.
Bankrate Health Insurance Pulse survey. 2014.
Trustmark.

16. One more fix.
With the right broker you can
achieve a voluntary benefits
enrollment rate of 30% or greater
without exposing your employees
to the hard sell.
30%
Partner with the right
voluntary benefits broker!
It’s your broker’s job to:
• Understand your unique culture
• Lay out a multi-year strategy
• Identify the best options for your organization
• Develop an implementation plan that will
drive enrollment
Sources:
EBN. Survey Finds Majority of Employees Want Customizable Benefits. March
2013.
Bankrate Health Insurance Pulse survey. 2014.
Trustmark.

17. Where do you start?

18. Where do you start?
Request an audit
A HUB broker will review your current voluntary
benefits program and show you how you can bridge
coverage gaps and increase employee
satisfaction, all while controlling total plan cost.

19. Where do you start?
Request an audit
A HUB broker will review your current voluntary
benefits program and show you how you can bridge
coverage gaps and increase employee
satisfaction, all while controlling total plan cost.
Let’s work together to build a voluntary benefits
program your employee will value.
Visit hubinternational.com/voluntarybenefits
and contact a HUB voluntary benefits advisor today.
#LetsDoSomething

20. Visit hubinternational.com/voluntarybenefits and
contact a HUB voluntary benefits advisor today.