Why Voluntary Employee Benefits Programs Are Becoming a Retention Strategy, Not Just a Perks List

2. Bundle Enrollment With Education, Not Just Paperwork

Open enrollment shouldn't be the only moment employees hear about voluntary benefits. Short explainer sessions, one-on-one enrollment support, and simple plain-language comparisons of coverage options consistently outperform a benefits guide sitting unread in an inbox.

3. Communicate Year-Round, Not Just in November

Treat benefits communication like an ongoing campaign rather than a single event. A mid-year reminder about an underused legal plan or financial counseling service costs almost nothing and can meaningfully move participation numbers.

4. Review Annually and Track Real Participation

Benchmarking against industry averages is useful, but the more important comparison is internal: is participation growing benefit by benefit, year over year? The most important benchmark isn't an industry average — it's the gap between what an employer is offering and what employees actually value. That gap should be revisited at least annually, ideally ahead of open enrollment.

5. Lean on a Broker Who Understands Your Industry

Designing a voluntary benefits lineup that fits a construction crew looks different from one built for a healthcare system or a remote-first tech company. An experienced employee benefits broker can help translate workforce data into a coherent, cost-effective package — and just as importantly, help communicate it in a way employees actually absorb.

The Bottom Line

Voluntary employee benefits programs aren't a nice-to-have anymore — they're one of the most cost-efficient tools employers have for improving retention, satisfaction, and financial security across a genuinely diverse workforce. The employers getting the most value from these programs aren't necessarily the ones offering the longest benefits menu. They're the ones treating enrollment and communication with the same seriousness as plan design.

If your organization is evaluating or refreshing its voluntary benefits offerings, a knowledgeable broker can help match the right mix of coverage to your workforce and build a communication plan that drives real participation — not just availability on paper.