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Benefits Administration Software

Upgrade 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 and reminders, 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 mobile access to enroll, review current benefits, and access cards any time makes it easier than ever for employees to use and be thrilled by their benefits.

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Results

Time Savings

HR events (like new hires and terminations) are automatically processed, which can reduce manual processing by 80%, minimizing administrative burden.

Attract and Retain Talent

Providing a modern employee experience to choose and manage benefits can make your company stand out from the rest.

Informed Employee Consumers

Automated reminders of account contributions and balances plus mobile access to plan information makes it easier than ever to help employees make smart choices.

Features

Empower Employees

Employees can use Employee Self Service to manage their own benefits elections and information including enrollments, life events, contribution changes, dependents, and beneficiaries.

Enjoy the Ease of Mobile Access

Manage benefits, including open enrollment and access insurance cards from any device. Get real-time notifications of events, like enrollment reminders, claim status and documentation needs.

Educate Employees

Promote the value of your Advanced Plans to employees by configuring various plans, including plan types from medical, dental, and vision to HSA, transit, and parking.

Carrier Files Update Coverage with Ease

Send electronic data interface files to carriers to update employee coverage (after administrator approval).

Get the Information You Need (Quickly)

Prepare for open enrollment or reconcile new elections with reporting that gives you the data you need.

Get a Heads Up (and Keep Your Plans on Track)

Access admin analytics 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.

Administer Benefits with Ease

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.

  1. 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.
  2. 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.
  3. 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.
  4. 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.

Join Shari Simpson (HR Program Manager, Paylocity) and Jess Serafin (HR Benefit Program Specialist, Paylocity) as they discuss tips and tactics on how to engage employees during open enrollment. 

In this webinar, Paylocity HR Program Manager Shari Simpson is joined by HR Benefits Manager Jill Santercier for a conversation that includes how to successfully market benefit programs and encourage employees to act during open enrollment. 

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