Broker’s Guide to Open Enrollment Success
Open enrollment season moves fast, and the brokers who prepare early are usually the ones whose clients avoid costly mistakes. Compliance deadlines don’t move for anyone, and a missed notice or an outdated plan document can turn into a penalty long after enrollment closes.
Make Compliance the Starting Point
Open enrollment is when employers are most exposed if compliance obligations have been neglected. ACA reporting errors, missing ERISA notices, and outdated Section 125 documents can all trigger penalties or DOL scrutiny, and enrollment season is often when these gaps get discovered too late to fix cleanly. Brokers should walk clients through ACA reporting, ERISA notice timelines, COBRA administration, Section 125 documentation, and any required employee notices tied to the specific benefits offered. Getting ahead of these items gives employers time to correct problems instead of discovering them during an audit.
Not sure where a client may have gaps? Ameriflex’s Compliance Decision Tool offers a quick quiz to help identify which requirements may apply and where a closer review may be needed.
Educate Employees on What They're Choosing
Even a well-designed benefits package fails if employees don’t understand it. FSAs, HSAs, HRAs, and ICHRAs each work differently, and COBRA brings its own rules and timelines. Webinars, FAQs, and plain-language guides help. The goal is answering the specific questions employers and employees actually have about deadlines, eligibility, and how each account works.
Learn What's Changing for HSAs in 2027
HSA contribution limits are rising again next year. Self-only coverage moves to $4,500 and family coverage moves to $9,000, both increases from 2026. The catch-up contribution for employees 55 and older stays at $1,000, since that figure isn’t adjusted for inflation. Employees planning to max out their HSA need the new numbers before they set their election, and plan documents referencing the old limits need to be updated before enrollment opens. Check out our webinar to learn more about HSA changes and share this with your clients.
CHOICE Account Considerations for Open Enrollment
CHOICE Accounts, formerly known as ICHRA, adoption keeps growing, and open enrollment is when the compliance details matter most. Affordability thresholds change annually, and for 2027 the threshold rises to 10.22% of household income, up from 9.96% in 2026. An allowance that was affordable last year may not clear the bar this year without adjustment, and applicable large employers who miss this can face IRS penalty assessments. Required CHOICE Account notices also need to reach employees at least 90 days before the plan year starts, a deadline that often falls before enrollment materials even go out. It’s also worth clarifying to employees that enrolling in a CHOICE Account doesn’t disqualify them from contributing to an HSA, as long as the individual plan they select is HSA-qualified.
For a refresher on how CHOICE Accounts, formerly ICHRAs work in the real world, including plan design, compliance, and the employee experience, watch our on-demand ICHRA Refresher webinar.
Partner With an Administrator Built for Compliance
The right administration partner reduces the compliance burden that falls on brokers and employers during open enrollment and beyond. Ameriflex handles the day-to-day administration of FSAs, HSAs, HRAs, CHOICE Accounts, and COBRA, along with compliance services like ERISA Wrap documents, SPDs, and required federal notices, so brokers aren’t left managing that exposure alone.
Ready to Take the Next Step?
Contact Ameriflex or request a proposal to learn more about building a benefits strategy for your clients.