Health plan engagement tips for midsize employers

Health benefits are typically among an employer's most significant costs, ranking behind only wages and salaries.¹ Employer costs for all employee benefits, of which health coverage is one part, averaged around $15 per hour worked, or around 31% of total compensation for civilian workers, according to a June 2026 analysis by the U.S. Bureau of Labor Statistics.¹ Even with that level of investment, many employees don't fully understand or use the benefits they're offered.

For midsize employers, that gap between the benefits available and getting employees to use them can be challenging to close. While these organizations have typically moved past the simpler benefits administration of a small business, they often still lack the dedicated internal resources of a large enterprise to support ongoing employee education. Closing that gap may not require a new program. It may be effectuated by communication that is clear, consistent and realistic for a lean human resources team to maintain.

When employees don't understand their benefits, the effects show up quickly — and decisions often get rushed. More than half of Americans (53%) who are eligible for workplace benefits say they regret their open enrollment choices, and 19% point to not understanding their options as a top reason.² The majority of surveyed Americans spend less than an hour making those decisions in the first place.³

Understanding also drives participation. Employees who feel educated about their benefits are 3 times more likely to enroll in health savings or flexible spending accounts (44% compared with 15%).⁴ And employees who have had positive experiences with their company benefits are 1.8 times more likely to trust their employer's leadership.⁵

Retaining talent remains the top HR priority nationally, and organizations report that benefits programs can support employee satisfaction and retention.⁶

Midsize employers vary considerably in size and organizational complexity. Those at the lower end may resemble small businesses looking for straightforward ways to communicate with employees, while those at the upper end may face some of the same complexities as large enterprises. That variation can make it harder to maintain consistent, year-round benefits communication.

At the same time, midsize businesses tend to have more internal support, such as HR and finance teams, than smaller employers. Even so, many still lack the dedicated resources to build education materials from scratch and often need ready-to-go materials they can adapt and send. HR teams already spend a meaningful share of the work week on payroll and benefits administration alone, leaving little time to build new education materials. That combination — more internal support than a small business, but still limited time — shapes the practical strategies below.

Employees who can easily find answers on their own are less likely to need extra help down the line. Encouraging employees to register for the UnitedHealthcare® app and myuhc.com® gives them a place to check coverage details anytime. Benefit fairs and well-being challenges may offer additional touchpoints throughout the year.

A lean HR team doesn't have to do this work alone. For midsize employers, brokers and consultants often play a larger role, working alongside internal HR teams rather than simply helping select a plan. For example, UnitedHealthcare Field Account Managers, along with brokers and consultants, can provide education sessions or open office hours where employees can ask questions directly. They may also have ready-made materials that can be shared out.