Every fall, millions of employees get an email: “Open enrollment is here. Choose your benefits.” Many click through, pick what they think is “safe,” and move on.
That ritual of passivity is costing both employees and employers far more than it seems.
After 15 years in HR tech, I heard one question over and over: “Does your system enable passive open enrollment for our employees?”
Every time I was asked I wondered, why would you want a system to not help your employees make the most out of the benefits you gave them?
Open enrollment isn’t just a compliance checkbox. It’s access to a big part of an employee’s total compensation.
It’s an opportunity once a year to optimize financial savings, health outcomes, and even long-term wellness. To treat it like a passive moment is a disservice.
What’s at Stake When Enrollment is Passive
- Lost tax savings. Many employees avoid high deductible health plans (HDHPs) mostly because of the name, “why would I want a high deductible?” But avoiding HDHPs may mean missing out on a Health Savings Account (HSA) which is triple tax-advantaged. Even worse, 43% of employees eligible for an HSA never participate. That means missing thousands of dollars in tax savings, employer contributions, and long-term investment growth.
- Unrealized health gains. If employees never explore the benefits they already have, they may miss preventive services, new models of care (telehealth, direct primary care), or tools that could address a nagging issue before it becomes a bigger problem.
- Employer waste. Dollars allocated to benefits are part of total compensation. If employees underuse these benefits then that employer money isn’t producing maximum value for the person or for the org. Surely next year when the employer faces high insurance renewals these under utilized plans will be trimmed.
- Employee regret. It’s no surprise then that more than half of U.S. employees regret their open enrollment choices. Most spend less than an hour making decisions that affect their finances, health, and families for the entire year. That regret is a signal: passive enrollment isn’t working.
Why Open Enrollment Should Be Your First New Year’s Resolution
Think about it: every January, people set resolutions around health to eat better, exercise more, save money, and reduce stress. But by February, many of those goals fizzle out. What if we flipped the script?
Open enrollment happens just before the new year. It’s a built in moment to lay the groundwork for a healthier 12 months ahead. Instead of only planning for copays and coinsurance, employees can use benefits to design a health strategy for the year.
Here’s how:
- Choose a care model that supports prevention.
Don’t just pick based on premiums. Ask: “Which option helps me stay healthy?” If you can, consider a plan that pairs well with direct primary care (DPC). With DPC, you have unlimited access to a doctor who knows you, not just a waiting room you have to sit in once you get sick.
That relationship can help you find root causes to current issues, catch problems early, help you stay on track with fitness or nutrition goals, and reduce the stress of navigating the system.
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- Leverage the HSA as a wellness fund.
HSAs aren’t just for future hospital bills. They’re for proactive health, too. Contribute regularly (up to $4,400 individual / $8,750 family in 2025).
Use those funds strategically whether that’s on Truemed approved health products, mental health services, or preventive treatments. It’s like creating a tax-advantaged health and wellness budget for the year.
- Map out your health milestones.
Don’t wait until you’re in crisis to use your benefits. During open enrollment, build a roadmap:
- Schedule an annual physical with labs to set a baseline.
- If you’ve got a nagging injury, budget for PT or specialty visits early.
- If you want to improve fitness, check if your plan includes gym reimbursement, wellness credits, or coaching.
- Plan for preventive screenings (blood pressure, cholesterol, skin checks, mammograms, colonoscopies) at the recommended intervals.
- Schedule an annual physical with labs to set a baseline.
- Turn insurance into accountability.
Think of your plan choice and HSA contribution like a resolution with real dollars behind it. By funding your HSA or enrolling in a DPC membership, you’ve created accountability and that makes it easier to follow through on healthy behaviors throughout the year. - Align benefits with personal goals.
Want to run a race, lose weight, manage stress, or improve sleep? Use your benefits as tools:
- HSA dollars for nutrition counseling or health tech.
- DPC to partner with a physician who supports lifestyle changes.
- Wellness stipends or EAP services for mental health support.
- HSA dollars for nutrition counseling or health tech.
How Employers Can Encourage the “Resolution Mindset”
Employers can amplify this shift by reframing open enrollment communications. Instead of “pick your benefits,” frame it as: “Build your health plan for the year ahead.”
- Share simple checklists that connect benefits to goals (ex: “If you want to save on taxes + build a health fund, consider HDHP + HSA”).
- Encourage employees to schedule a “benefits strategy hour” the same way they’d plan financial goals.
- Highlight preventive services, wellness credits, or care models like DPC that align with New Year’s resolution energy.
Conclusion: From Passive to Proactive
Open enrollment isn’t about surviving next year’s medical bills. It’s about building a platform for better health, smarter finances, and greater well-being.
By treating open enrollment as step one in your annual health strategy, you don’t just check a box, you invest in your future self. You save money, reduce regret, and put yourself in a position to thrive.
So this year, don’t be passive. Spend an hour to understand your benefits, align them with your goals, and lay the foundation for a healthier year. When you make your resolutions in January you will be happy with the foundation you built in November.
