Open Enrollment Tips for HR: Focus on the Big Stuff Now, Then Set Up 2027's Easiest Win

The best open enrollment tips for HR come down to two things: nail the big things and then start looking for other places to win. This time of year, HR teams are focusing their energy on the benefits that carry the most cost and confusion (like healthcare). But it's also a good opportunity to listen for the things employees are asking about, especially if they aren't covered as part of a bigger benefit rollout.

That employee wish list can start your 2027 benefits plan. If one of those asks is help between paydays, start setting up earned wage access in the background now. Because January will be here before we know it -- and setting this up is lot easier than you might think.

What should HR focus on during open enrollment?

Focus on the benefits that cost the most and confuse the most. For most HR teams, that's medical plans, contribution changes, and anything employees have to actively choose. This is the big-ticket stuff that HR teams have likely been planning and strategizing around for months.

Open enrollment is the time to implement your new benefits strategy and communicate any changes to the package. It's the time to make sure employees understand what changed, help them make smart elections, and submit them on time. A few priorities that pay off:

• Lead with what changed. Employees skim. Put plan changes, premium changes, and new deadlines at the very top of every message.
• Make the decision easy. Side-by-side plan comparisons and simple "who this plan is best for" guidance cut down on questions and mistakes.
• Know your deadlines. Confirm your enrollment window, carrier deadlines, and any required notices with your broker or benefits counsel well before the window opens.
• Protect your team's time. Batch common questions into an FAQ and point people to it. Save one-on-one time for complicated situations like qualifying life events.

Everything else can wait until January.

How do you get employees to actually read benefits communication?

Keep it short, plain, and repeated across channels. Employees can't use a benefit they don't understand, and most won't read a 20-page guide cover to cover.

What works:

1. One idea per message. "Your medical premium is changing" and "Here's how to pick a plan" are two emails, not one.
2. Plain language over plan language. "What you'll pay per paycheck" beats "employee contribution per pay period."
3. Meet people where they are. Hourly and deskless employees may never see an email. Use breakroom posters, text messages, shift huddles, and manager talking points.
4. Answer "what does this mean for my paycheck?" That's the question behind almost every benefits question, so it helps to have a direct answer ready.

If you're fielding several questions about paycheck impacts or are expecting fewer benefit elections because of cost, that might be an indicator that your teams are feeling some financial pressure. Use that indicator to your advantage and get ahead of benefits for 2027.

Why open enrollment is the best time to plan next year's benefits

Open enrollment is the one time every employee is thinking about benefits at once. The questions they ask are free research for your 2027 plan.

Keep a simple running list while you work through enrollment season:

• Which benefits did employees ask about that you don't offer?
• Which questions came up again and again?
• Where did employees seem most stressed?

For many HR teams, money stress shows up everywhere. Employees ask about premiums and paycheck changes, request early 401(k) withdrawals, or pick up extra shifts to cover bills. That's not unusual: 57% of employees say finances are their top cause of stress (PwC).

If financial stress is a theme on your list, earned wage access belongs on your 2027 shortlist. Workers want it: 76% say it's important for their employer to offer earned wage access (ADP).

Which benefits can you add without a heavy implementation?

The best benefits to add in a busy year are ones that don't create ongoing work for HR or payroll. Earned wage access can fit that bill, but only if it's set up the right way.

Earned wage access lets employees access wages they've already earned before payday. How much work it creates for your team depends entirely on how the provider connects to payroll. Some models require manual deduction files every pay cycle. Others reroute employees' direct deposits through a third-party account or ask employees to open a new bank account.

A payroll-native model works differently. It connects directly to the payroll system you already run, so:

• Every transfer shows up as a line item on the employee's paystub
• Deductions reconcile automatically after each payroll run
• Direct deposits stay exactly where they are
• Your payroll team doesn't import files or manage a new system

When you're comparing options, use the checklist above. Demand satisfying answers for each, because otherwise, extra work for your team could be lurking.

How long does earned wage access implementation take?

It depends on your payroll and timekeeping systems, but with a payroll-native provider most of the work sits with the provider, not your team. That makes it a realistic project to start during your busy season.

A typical path to a January launch looks like this:

1. Now: research and fit. Confirm your payroll and timekeeping systems are supported. Get answers on cost, risk, and payroll impact for leadership.
2. November: kickoff and integration. The provider connects to your systems. Your payroll lead joins a kickoff and confirms a few settings.
3. December: testing and sign-off. The provider checks balances against real pay data and confirms deductions reconcile correctly.
4. January: employee rollout. Launch with the new year, when employees are paying close attention to their finances after the holidays.

You don't need to add earned wage access to your open enrollment materials. It isn't an elected benefit, so employees can sign up any time after launch. That means you can finish enrollment on your current plan and introduce it as a fresh 2027 benefit.

How do you get leadership and payroll on board?

Bring answers to the three questions they'll ask first: what does it cost, what's the risk, and who does the work.

• For leadership: Tapcheck costs employers nothing and never touches company cash flow. Employers report an average 31% drop in turnover after adopting Tapcheck.
• For payroll: With a payroll-native model, transfers appear on the paystub and reconcile automatically. Payroll keeps full visibility and doesn't take on new manual work.
• For anyone worried it's a payday loan in new clothing: Employees access wages they've already earned for hours they've already worked. Fees are small and always clearly itemized before transfer. There are no hidden fees, ever.

Getting these answers in hand now means the decision can happen in November, not February.

What to do this week

You don't need to start a new project in the middle of open enrollment. You just need to get the ball rolling.

1. Finish enrollment strong. Focus on the big benefits and clear communication.
2. Start your 2027 list. Write down what employees ask for and where financial stress shows up.
3. Check your payroll compatibility. It takes two minutes and tells you whether a January launch is realistic.

Frequently asked questions

Do employees have to sign up for earned wage access during open enrollment?

No. Earned wage access isn't an elected benefit, so it doesn't need to be part of the enrollment window. Employees can sign up any time after it launches. Open enrollment just offers employers an opportunity to communicate available benefits at once, including earned wage access.

Does earned wage access cost employers anything?

With Tapcheck, no. There's no setup fee and no ongoing cost to employers. Employees pay a single fee per transfer depending on the speed. Some transfer options are free.

Is it too late to launch a new benefit in January?

Not if it's a light implementation. Payroll-native earned wage access can be set up in the background during November and December for many employers. Start with a compatibility check to confirm your timeline.