From Open Enrollment Prep to Year-End Planning: A September Guide for Business Owners

September is the pivot point for business leaders. Summer is behind us, the final quarter is fast approaching, and planning season is in full swing. For employers, this month represents a critical opportunity to align open enrollment preparation with broader year-end business planning. Done well, it positions you to control costs, retain talent, and head into 2026 with confidence.

At Health Compass Inc., we guide employers through this transition by combining data-driven benefits strategy with modern, preventative-first solutions like Vital110. This September guide will help you map out priorities for open enrollment while aligning them with your bigger year-end business goals.

Why September Is the Month for Proactive Planning

Most companies run open enrollment in October or November, which means September is your window to prepare. Waiting until the last minute creates rushed decisions, poor communication, and employee frustration. By starting now, you can:

• Evaluate costs and utilization before renewal quotes arrive
• Compare alternative solutions like virtual-first care models
• Develop employee communication plans that boost participation
• Integrate benefits strategy into your Q4 and 2026 planning process

September planning ensures you avoid last-minute surprises and maximize the ROI of your benefits investment.

Step 1: Conduct a Benefits Audit

Begin with a detailed review of your current benefits plan. Ask these questions:

• Which benefits are most used, and which are underutilized?
• How have costs trended over the past 2–3 years?
• Are employees delaying care due to high deductibles or confusion?
• Is there clear access to preventive services and mental health support?

This audit identifies inefficiencies and sets the stage for informed decisions. Many employers find they are paying for programs employees don’t use, while essential services like mental health and preventive care are lacking.

Step 2: Build Your Open Enrollment Strategy

Once you know where you stand, it’s time to prepare your open enrollment plan. A successful strategy includes:

Clear Communication

Employees need plain-language explanations of what’s covered, what’s new, and how to access care. Use multiple channels—email, intranet, video, and manager-led conversations.

Highlighting No-Cost Options

Features like unlimited $0 copay virtual primary and urgent care through Vital110 should be front and center. Emphasize affordability and convenience to encourage use.

Preventive Care Reminders

Encourage employees to schedule annual physicals, screenings, and labs before year-end. Preventive care reduces costly claims and boosts engagement.

Mental Health Access

Address burnout and stress by providing confidential therapy and counseling options. Normalize use by promoting availability during enrollment communications.

Step 3: Align with Year-End Planning

Open enrollment does not exist in isolation—it should align with your broader year-end business strategy. Consider how your benefits approach impacts:

• Budgeting: Use September to finalize forecasts for healthcare costs in 2026.
• Retention: Highlight how competitive benefits reduce turnover during peak hiring season.
• Productivity: Emphasize wellness as a driver of fewer sick days and higher engagement.
• Culture: Tie wellness to your values and long-term goals for a healthier workforce.

Integrating benefits into year-end planning ensures consistency across financial, HR, and operational strategies.

Step 4: Involve Leadership and Employees

Engagement is key. Involve managers and executives in the rollout to model behavior and demonstrate buy-in. Encourage employee feedback through surveys or focus groups to refine your plan and make staff feel included in decision-making.

Step 5: Prepare for 2026 and Beyond

September is not just about this year—it’s about setting the foundation for the next. Employers who take a proactive approach to healthcare benefits now will be better positioned to manage costs and attract talent in 2026.

Smarter solutions like Vital110 are designed to future-proof your strategy with transparent pricing, preventative-first care, and streamlined navigation employees actually use.

Case Example: Aligning Enrollment with Planning

A logistics company with 220 employees partnered with Health Compass Inc. last September to revamp its benefits and year-end plan simultaneously. By shifting to Vital110 and reemphasizing preventive care, the company reduced ER claims by 18%, stabilized healthcare costs for 2025, and reported higher employee satisfaction scores during annual surveys. Aligning open enrollment with business planning gave leadership confidence and employees clarity.

The Cost of Waiting

Employers who delay planning risk default renewals, higher costs, and employee confusion. Worse, they miss the opportunity to integrate healthcare strategy into broader business goals. Inaction is the most expensive decision you can make.

Final Thoughts

September offers business owners the perfect window to prepare for open enrollment and align benefits with year-end planning. By conducting a benefits audit, building a clear communication strategy, aligning with financial goals, and implementing preventative-first solutions, you can reduce costs and strengthen retention.

Take action now. Health Compass Inc. will help you design and implement a smarter healthcare benefits plan that fits your business, engages your employees, and prepares you for 2026 and beyond.