Enroll, Administer, Relax
Take the frustration out of benefits enrollment and mid-year changes for you and your employees. Our Benefits Administration tool saves you time and reduces the administrative tasks that pile up, especially during open enrollment. Even better, it's all available in Employee Self Service and our mobile app, giving employees the flexibility to view and update their information from anywhere.
Own Your Benefits Administration Experience
Get the tools and freedom you need to easily manage benefits while enabling your people to manage their own. From mobile access to event notifications, your enrollment and day-to-day administration process will take less time, run smoother, and give you the confidence that you’re covered. Real-time access to spending account balances and account information makes it easier than ever for employees to use — and be thrilled — by their benefits.
Employee Benefits Management Access for All
Employee Self Service
Give employees the ability to manage their own benefits elections and information including enrollments, life events, contribution changes, dependents, and beneficiaries.
Notifications and Mobile
Manage benefits and get access to essential plan information from any device. Real-time notifications about open enrollment, claim status, documentation needs, and more keep your employees informed.
Advanced Plans
Promote the value of your benefits to employees by configuring various plans, including plan types from medical, dental, and vision to HSA, transit, and parking.
Carrier Files
Send electronic data interface files to carriers to update employee coverage (after administrator approval).
Robust Reporting
Prepare for open enrollment or reconcile new elections with reports that give you the data you need.
Admin Analytics
Access information for open enrollment status, contribution amounts, plan election breakdowns, and more.
Frequently Asked Questions
Today’s employees are looking for so much more than a salary to bring them to work every day. When a job offer is extended, candidates are looking at the entire picture – the employee benefits that make up the total rewards for themselves, their families, and their futures.
As a human resources professional, deciding which benefits you’re going to offer is one of the first steps to attract and retain your top talent. The most common benefits packages today contain a mix of traditional benefits such as health insurance and paid vacation, alongside alternative benefits like student loan assistance, pet insurance, and employee wellness plans.
Once you’ve established the right mix for your workforce, consider your cost effectiveness. Your HR department may seek third party employee benefits administration and management to find the best plans that both meet employee needs and make sense for the bottom line.
And when it comes time to administer plan selections during open enrollment, meeting compliance and ensuring accuracy can be a challenge, especially if all these tasks are currently being handle through manual workflows. The more vendors and employees you have, the higher the chance you’re opening yourself up to errors.
With a human resources management tool, employee benefit management services become a breeze. Empower your employees with self-service, mitigate risk, and pull data instantly to ensure your costs are in line with your budget.
Find out more about Paylocity’s all-in-one suite.
Some things change – but some things change the same. When looking at benefits packages, candidates will always look at these four types of benefits before making their final decision. As an HR professional, be sure your benefits include these types of plans at the very least.
- Medical Insurance: Solid medical insurance plans should include health, vision, and dental care – but don’t overlook add-ons such as flexible spending accounts (FSAs) that can help your plan stand out.
- Life Insurance: In the tragic event of an employee passing, life insurance or accidental death and dismemberment insurance is important to relieve the family of a financial burden. Be sure to also check that employees who do take part in this benefit have at least one beneficiary selected.
- Retirement: Planning for the future has never been more important. The most common retirement plan for for-profit businesses is the 401(k) (and a 403(b) for non-profits). Some companies also vest an interest in their employees by matching up to a certain percentage each paycheck.
- Disability Insurance: If your employees at any point become injured, sick, or need to take an extended leave of absence due to an illness, offering short term and long term disability insurance allows them to continue receiving pay – and other benefits – while being temporarily off-duty.
Ready to see what you can offer? Learn more on Paylocity’s benefits page.
capabilities
Data Insights
Monitor key metrics, identify trends and make smarter, data-backed decisions with visual dashboards.
Mobile
Get the most out of your workday with the freedom to connect to Paylocity anywhere, at any time.
Integrations
Have the flexibility to choose the software and systems that are best for your business and talk to each other.