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Most businesses enroll, manage and, administer their benefits process with a cloud-based tool.
Attracting and retaining talent is crucial for the growth of many businesses. But it often takes more than just a competitive salary to keep the best employees from moving to another company. Consequently, many businesses offer employee benefits — such as group health insurance and retirement savings plans — when recruiting job seekers or to keep top performing employees happy.
The Bureau of Labor Statistics’ March 2023 survey indicates that a significant majority of nonunion workers in the private sector have access to standard benefits, including medical care, retirement plans, paid sick leave, and life insurance. Employers who fail to provide these and other in-demand benefits risk losing top talent to competitors. The bottom line is that qualified employees expect competitive benefits and a step-up in salary. Now that we better understand why an employer might consider benefits as part of their overall hiring and retention outreach, let’s talk more about how this gets managed.
This data is consistent with some of our own findings. According to our 2020 State of Small Business Survey, slightly more than half of all small businesses provide health insurance to their employees, while a similar number offer vacation or paid time off. Additionally, 72% of employers who participated believe the benefits they provide are making a difference to their employees.
Benefits administration is what employers use to manage, implement, and deliver benefit packages to their workforce. Most use a benefit administration system to make sure employees receive agreed-to perks such as PTO, health insurance, HSAs, or access to retirement savings such as a 401(k). This is typically managed with a system or BenAdmin software to streamline the onboarding process for new hires and communicate any policy changes to existing team members. Also, BenAdmin tools save companies time and overhead costs that come with manually tracking benefits.
Tools can streamline the onboarding process for new hires, and employees are usually able to see what they are eligible for through a self-service portal. For example, they may be able to see their health coverage or request PTO. HR can also communicate any policy changes to existing team members through this type of administrative solution.
Simply put, a benefits administration system, also known as benefits administration software, is used by employers to create, administer, and manage what’s included in employee benefits packages, like health insurance, 401(k) plans, and paid time off.
A benefits administration tool is built to simplify the above benefits activities and more, making the process more efficient for stakeholders. To understand how this system operates, it might help to visualize steps in the benefits administration process, as illustrated in the example below.
Most tools automatically calculate pre-tax and post-tax benefits, aligning payroll deductions with relevant federal, state, or local tax laws. Legal compliance is one of the primary reasons that employers use benefit administration software, because manual administration increases the risk of errors, and employee dissatisfaction, and can even lead to penalties. Many platforms operate as part of a larger HR suite, instead of as a standalone unit. They also integrate with related processes, such as time, labor, and payroll. This integration streamlines the workflows for each interrelated function.
Finding OnPay was like taking a big weight off our shoulders. It was a challenge to be were handling payroll correctly we were not positive the best way to offer benefits to our associates. Their team helped us to easily migrate, set everything up, and made us feel confident about processes. Also, they introduced us to ways to easily provide benefits to our employees.
– Patrick Sage, GPA Innova America Corp
A benefits administrator typically takes the reins. Without a designated benefits administrator, these back office tasks usually end up on the plate of the HR department. Small business owners might administer benefits themselves, but it is often more practical to entrust this role to internal or external experts. Most handle tasks such as:
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While not all systems have the same capabilities, most are designed to handle the benefits that employers typically provide. As indicated earlier, the most frequently offered benefits to private nonunion workers include:
Note: An OnPay survey found that health insurance is the most desired benefit among most employees. Although employers usually offer coverage through group health insurance, those seeking other options may want to consider a Health Reimbursement Arrangement (HRA).
What’s more, the system creates intangible benefits to foster employee fulfillment and wellbeing, such as:
Understanding the types of benefits these systems manage and key features is essential for investing in the right system for your organization.
Most employers that offer benefits use some type of software to minimize the administrative challenges. This system is beneficial not only for employers but also for employees engaged in the benefits programs. Ultimately, it simplifies the process, saving time and reducing stress for both HR practitioners and employees. If you have any questions about benefits administration and how it can assist your company, we are available to help.
Building a top-performing team takes time, but offering a mix of perks can help. When job hunting or considering a new company, most job seekers and longtime employees evaluate benefits packages, from retirement plans to health insurance. Ready to learn more about offering benefits and how they can help reel in top talent? Explore more resources below.
Try OnPay out yourself to see how easy payroll and HR can be. To get started, just share a few basic details about your business. Our team of pros will set everything up and import your employees’ information for you.
Benefits administration is how employers provide their employees access to perks like retirement accounts, health insurance, paid time off, commuter benefits, and other plans. Typically, this is the responsibility of human resources and includes communicating eligibility details, open enrollment periods, employee costs, and similar information.
A ben admin system helps employers manage enrollment in benefits plans, coordinate eligibility with insurance carriers, keep plans compliant, consolidate billing, and enable customization of offerings.
In most cases, a benefits administrator negotiates plan pricing and options with vendors, assists employees in understanding how to enroll, communicates plan updates, explains how contributions work, and serves as the point of contact for all plan administration questions and details.