Overcoming the HR Administrative Burden on Benefits
HR Wants to Say Yes to More Benefits — Just Not More Work
“Adding one more benefit this year just isn’t realistic.” It’s a response you might hear from HR leaders who seem interested — even enthusiastic — about your benefit recommendations. That is, until they remember everything else on their plate. From juggling open enrollment to solving employee issues, the barrier isn’t value or demand. It’s HR’s lack of bandwidth. They’re saying no because they’re overwhelmed, not because they’re uninterested.
Today, most HR teams are stretched thin. So even benefits that clearly support employees’ well-being get put on the back burner if they create extra work. That’s a real challenge for brokers. Because even when you know a new, non-insured benefit could help an employer attract, retain and support their workforce, the perceived HR administrative burden can kill the conversation before it starts.
But there’s good news: HR isn’t saying no. They’re saying, “make it easy.”
HR Wants an Easy Button.
In our recent HR Pulse Survey, we asked HR leaders what drives adoption of non-insured benefits. Their top three answers:
- 76% said cost-effectiveness
- 64% said employee demand
- 58% said ease of administration
That third statistic is key, because it’s often the hidden deal-breaker. You can offer the most innovative, engaging benefits on the market, but if the HR team hears “extra vendors, extra files, extra questions,” they’ll hit the brakes — and fast.
Bundled Benefits That Reduce the HR Administrative Burden
Here’s where a bundled solution makes all the difference. Instead of stacking vendors, file feeds and invoices for every non-insured benefit — mental health, virtual care, pharmacy discounts, ID theft protection, financial wellness, pet programs and more — consider working with an aggregator and administrator who can deliver it all in one streamlined experience.
With New Benefits:
- There’s only one eligibility file feed.
- There’s only one consolidated invoice.
- And there’s one concierge team ready to support employees.
That means HR doesn’t field questions or chase down answers. Their employees have one place to go — and HR gets time back to focus on bigger priorities.
Tips to Overcoming Benefit Barriers
When HR teams push back on benefits, cost isn’t always the culprit. Often, it’s history. Maybe a “simple” solution turned out to be anything but. Maybe a so-called turnkey rollout created more problems than it solved. These past experiences shape their reluctance — and their risk tolerance. So when an HR leader says, “We just can’t take on anything else right now,” dig a little deeper. The real concern may be the administrative burden. And that’s where a bundled, low-maintenance platform can flip the conversation from hesitation to a yes.
Not Sure Where to Start? Book a Benefits Tune-Up
If you’re looking for a quick, consultative way to help clients evaluate their programs, consider scheduling a Benefits Tune-Up with our team. We’ll review each client’s current offering and identify simple, high-value ways to:
- Fill coverage gaps
- Boost employee engagement
- Generate new revenue opportunities
- Reduce HR administration
You’ll walk away with tailored recommendations — and your clients will walk away impressed.
Let’s Make It Easy for HR to Say Yes
A smart, well-rounded benefits program should work for HR, not wear them out. By prioritizing ease of administration, you can turn objections into opportunities — and help your clients build a benefits program that’s as simple as it is smart.
