The Hidden Cost of Rushed Enrollment 

Open enrollment is one of the most important moments of the year — and one of the most rushed. 
 

According to the Selerix Employee Benefits Survey Report, seven in ten employees make their benefits choices in an hour or less. Many spend fewer than 30 minutes reviewing their options before clicking “submit.” 

That’s half an episode of a favorite show — to make decisions that affect health, finances, and family well-being for an entire year. And while employers invest heavily in benefits to support their people, the pace of the process is leaving too many employees confused, disengaged, and full of regret. 

How Did Open Enrollment Get So Rushed? 

If benefits decisions feel like a sprint, it’s not just because employees are busy. It’s because the experience isn’t built for understanding. 

Information overload. Enrollment packets are often dense, technical, and overwhelming. Faced with jargon and fine print, most employees skim rather than study. 

Short windows to decide. Many organizations still give just a week or two to complete enrollment — a timeline that favors speed over comprehension. 

Lack of guidance. Only 16% of employees use a decision-support tool to help them make their selections. That means most are navigating complex coverage options alone. 

Messages that don’t connect. Nearly one in three employees say they’ve ignored benefits messages because they didn’t feel relevant. When communication fails to feel personal, participation and confidence drop fast. 

In short: it’s not that employees don’t care — it’s that the system makes it hard to care deeply enough, fast enough. 

The Real-World Impact of the OE Time Crunch 

The speed of open enrollment isn’t just an inconvenience. It’s a serious barrier to better outcomes — for employees and employers alike. 

Regret runs high. One in three employees says they’ve regretted a benefits choice, and 14% admit it’s happened more than once. That regret often stems from confusion and limited time to weigh trade-offs. 

Care gets delayed. Thirty-nine percent of employees have postponed or skipped care because they weren’t sure what their plan would cover. That’s not just a personal cost — it’s a productivity and well-being issue. 

Stress seeps into work. One in ten employees says worry about benefits distracts them at work “all the time.” When benefits become a source of anxiety instead of support, both trust and engagement take a hit. 

Behind every rushed click during open enrollment is a missed opportunity for better outcomes — financially, emotionally, and organizationally. 

Why Time Equals Confidence 

Time is the single most underrated factor in benefits satisfaction. When employees have space to read, reflect, and ask questions, they make better decisions — and feel better about them afterward. 

According to Selerix research, only 27% of employees say they fully understand their benefits. Understanding takes time — not just time to read, but time to absorb, to compare, and to discuss options with family members or HR. 

When the process is rushed, comprehension drops, utilization drops, and confidence drops. When it’s paced thoughtfully, everything rises together: satisfaction, trust, and long-term engagement. 

How Employers Can Fix the Pace Problem 

The good news? Every pain point revealed by the data is fixable. Here’s where to start: 

1. Start earlier. 
Don’t wait for the enrollment window to start communicating. Leading organizations begin outreach six to twelve months in advance, using milestones to build understanding over time. 

2. Make communication personal. 
Generic blasts don’t drive action — personalized education does. Messages tailored to life stage, family situation, or role increase engagement and confidence. 

3. Embed decision-support tools. 
Tools shouldn’t be optional or hidden. Integrate them directly into the enrollment experience so employees can compare options in real time, not after they’ve already chosen. 

4. Reframe open enrollment as a conversation, not an announcement. 
Employees want guidance, not a checklist. Consider adding mid-year touchpoints, webinars, or one-on-one support to make benefits education continuous rather than compressed. 

Slow Down to Speed Up 

When employees rush, mistakes happen. When they have time, understanding grows — and so does trust. The open enrollment time crunch isn’t just a scheduling problem; it’s a signal that the benefits experience needs a reset. 

By rethinking timelines, improving personalization, and investing in year-round education, employers can help employees make confident, informed choices that truly improve their lives. 

Because when benefits decisions are made with clarity, not chaos, everyone wins. 

Want to help your employees slow down and choose confidently? 
Download The Open Enrollment Reset — your research-backed guide to reducing regret, improving communication, and building lasting benefits confidence.