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This year’s must-have accessories, chart-topping bands, and must-see blockbuster movies aren’t the same as they were five years ago — so why are your benefits offerings stuck in the past? Over time, the needs of your small business and your employees change (babies are born, you celebrate hiring your 51st team member, and so on) and benefits offerings often need to level up to match those shifts and shuffles. Here, we’ve highlighted several things to keep in mind if you’re wondering if your business’s benefits should be updated.

  1. Remember to review your benefits offerings at least once every year.

    You don’t need to redo the whole process of planning and setting up your benefits (whew!), but this annual review is key. When you take stock of the new normal, it’s likely that many components of your benefits selections will remain the same, but there’s also a good chance that certain details (like premium rates or new voluntary offerings) are itching for a change.

  2. Pay attention to the ever-changing traits of your business and employees.

    How? Start by gathering your employee’s opinions about their current benefits package. Find out if your employees are satisfied with current benefits offerings, if they’re aware of all the features their plans offer, and if they feel any plans are missing from their offerings. An open, candid dialogue can help your employees feel heard, respected, and taken care of.

  3. Consider the cost of adding desired benefits

    If your employees are looking for additional benefits offerings, crunch the numbers to balance the immediate costs (monthly premiums, for example) with the potential return on investment.

  4. Evaluate major medical offerings (if you offer them) to see what gaps in coverage you can address.

    For example, offering a voluntary guaranteed-issue hospital plan that helps with unexpected costs of hospitalization can be helpful, especially with the increasing out-of-pocket costs that may not be covered by major medical insurance.

  5. Consider how your benefits offerings act as a key employee recognition tool.

    Unable to give your employees a monetary raise? Boosting your benefits can be a great way to retain those rockstar employees and attract stellar new hires.

  6. Watch out for annual reporting deadlines.

    Small businesses with less than 50 full-time equivalent (FTE) employees do not need to submit IRS reporting for employer-sponsored coverage. But if your small business offers a health insurance plan that is self-funded, you will need to submit IRS reporting for minimum essential coverage. These deadlines are usually similar to the applicable W-2 reporting deadline and may change each year, so check with your carrier or tax/legal advisor for updates each year.

  7. As your business grows, stay up-to-date on benefits-related regulations that apply to businesses with more than 50 employees.

    When your business grows beyond the 50 FTE employee mark, throw a party! Then consider re-evaluating those key decisions regarding your health care benefits for employees.

  8. You don’t have to do this all on your own—tap into our expert resources!

    Aflac benefits advisors are there to help make sure your company’s benefits selections are the best fit each year. Insurance carriers also have a number of resources available to help you with planning and managing your benefits offerings year over year. Everwell, powered by Aflac, and its many alliances (including major medical) can lend an invaluable helping hand. Aflac also has relationships with many local brokers who can help growing companies fulfill their non-voluntary insurance needs. We’ve got friends that can help, and we’re ready to give you the intro.

Yes, it’s adding a bit of work to your already packed to-do list, but managing benefits offerings over time can help ensure that your employees are taken care of.