Most benefits admin platforms charge on a per-employee-per month basis and offer tiered pricing depending on the amount of features and functionality you’re looking for. We’ve seen pricing start as low as $8/employee/month. 

When you have your demo(s), you should get a pricing plan that is customized for your company and needs. Just make sure that each quote you get breaks down the features that are included so you can easily compare and make the most informed investment for your company.

Benefits administration software isn’t just a way to centralize your benefits management and alleviate the burdens of paperwork and other administrative tasks. They also offer a host of integrations and features to make your job easier, keep you compliant, save you money, and promote employee engagement. Let’s take a look:

• Suite of Benefits: Depending on the vendor you choose, you can manage all of your benefits in one place. We’ll talk about this later in the guide, but remember to ask your vendor(s) of choice which benefits are included with their solution.
• Online Enrollment & Self-Service for Employees: Allow employees to opt-in to their benefits elections themselves — and say goodbye to endless paperwork. With a safe and secure benefits admin platform, your employees can easily enroll in their plans of choice online — or even through a mobile app.
• Plan Configuration: Easily set up and manage all plans and benefits in one place. This not only makes things easier for your HR/people operations team, it also makes benefits shopping easier for your employees. They can more easily compare plans and sign up online.
• Payroll Integration: Integrate your benefits and payroll data so the right deductions automatically sync to each employee’s payroll record.
• Simple Onboarding: Make onboarding easy for new employees by centralizing all necessary paperwork and enrollment opportunities in one place. What’s more, if an employee leaves your company, you can just as easily un-enroll them and initiate COBRA.
• COBRA: Easily manage COBRA eligibility and compliance with automated reporting to your COBRA administrator. 
• ACA Reporting: The Affordable Care Act requires employers with 50+ full-time employees to report healthcare coverage to the IRS. With benefits administration software, you can easily generate forms 1094 and 1095 and submit your reports for you so you stay compliant (and avoid fees).
• More Compliance: In addition to ACA and COBRA compliance, benefits administration software can help you stay compliant in other areas — and get ahead of changing regulations. This includes compliance with HIPAA (i.e. protecting employees’ Personal Health Information, or PHI), ERISA, the Dept. of Labor, the IRS, and OSHA.
• Reporting: Automate reporting of your HR data — including billing insights, headcount and attrition reports, job and salary reports, and more — to make more strategic, data-driven people decisions. You could even benchmark against other companies in your space to see if there are opportunities or areas of improvement. 

As you develop your full benefits package, think about the features that would benefit your employees the most AND that would help make your job easier.

We always recommend demoing a couple vendors so you can see their platforms in action before you actually invest. To prepare for your demos, create a list of questions specific to your company’s benefits needs. Here are some sample questions to get you started:

• What benefits does your platform have?
• What benefits do you find are most attractive to employees like mine?
• How can employees sign up for benefits?
• Can employees access their benefits plan on their phones?
• How does HR create a benefits plan?
• How will this solution fit into the rest of my tech stack and therefore what integrations do I need?
• How will others in the organization use this solution?
• What are the key features I want to ask about?
• What are the things that would make me nervous about buying this sort of solution?

The first step to implementing benefits admin software is figuring out what your suite of benefits looks like. From there — and based on the information you gathered during your demo — you’ll know what is required to get your platform of choice up and running. For example, you might need to engage your IT team to help with any necessary integrations.

Then, you’ll need to encourage utilization of the platform during open enrollment periods, for new employees who are onboarding, and for employees who are leaving and need to sign up for COBRA. To get employees to make their benefits elections before your open enrollment period ends, we recommend a variety of touch-points, including:

Software Training Sessions: If you're using a new system, you're going to need to train your HR or People Ops team on setting up and managing each benefit. Then, you'll need to introduce the platform to your employees so they know how to use it. You could do this a number of ways:

• Ask your vendor if they have pre-recorded training videos that you can share with your employees
• Meet with individual teams to walk them through the platform
• Give a brief demo of the platform at an all-staff meeting‍

All-Staff Emails: Send a note to the entire company at the beginning of open enrollment with instructions on how to use the platform, what actions they need to take by the deadline, what happens if they don't do anything, etc. Then follow-up with "last-call" reminders as the deadline approaches.‍

Engage Team Leads: Ask team leads and managers to remind their direct reports to make their benefits selections before the deadline.