Enrollment Services

Active vs. Passive Enrollment

A Data-Driven Comparison

Metric	Active Enrollment (With Support)	Passive Enrollment (Self-Serve / Auto)
Understanding of Benefits	80% of employees say they understand their benefits well (Aflac)	Only 49% feel confident in their choices (LIMRA)
Correct Plan Selection	2x more likely to choose the most cost-effective plan (WTW)	35% regret their plan choices (EBRI)
Voluntary Benefit Enrollment	Up to 30% higher participation (Colonial Life)	Lower uptake due to confusion or lack of awareness
Perceived Employer Support	3x more likely to say their employer cares about their well-being (MetLife)	Lower engagement and trust in employer
Errors & Missed Opportunities	Significantly reduced with professional help	25–40% higher rate of mistakes (Mercer)

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Why It Matters

• Cost Savings: Employees select better-fitting plans and avoid over- or under-insurance.
• Stronger Engagement: Personalized support increases morale and retention.
• Healthier Workforce: Better-informed choices lead to better use of preventive care and coverage (fewer avoidable claims).
• Improved ROI: Boosts participation in underutilized but critical benefits (e.g., HSAs, disability, life).

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Bottom Line

Guided enrollment isn’t just a nice-to-have — it’s a smart investment.
Providing employees with access to licensed professionals or benefit counselors improves satisfaction, reduces risk, and ensures smarter plan selections for everyone.

Employees who believe that management is concerned about them as a whole person—not just an employee—are more productive, more satisfied, more fulfilled. Satisfied employees mean satisfied customers, which leads to profitability.

Anne M. Mulcahy, former CEO of Xerox

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