Perspectives Dec 8, 2025

4 Must-Do’s for Nailing RBP Open Enrollment

Open enrollment season is a bustling time of year, especially for groups going live on Jan. 1. Not only are people prepping for holiday feasts, but they’re also reviewing new benefits and making sure all elections are finalized before the deadline. Each year, human resources teams are tasked with making this process as easy and, dare I say, enjoyable as possible.

For groups taking the leap to a new approach like reference-based pricing — a health plan that’s far from traditional — brokers and HR may see this as a daunting task. Around this time, the fear of the unknown can build, and some HR leaders might find themselves asking, “How are we going to accomplish this?”

This is when you’ll discover if you have chosen the right RBP partner. If you have, then you’ll be working alongside an implementation team who doesn’t just guide you through open enrollment, but who sets the standard for how smooth the rollout can be. At ClaimDOC, our years of experience in integrating new health plans has taught us how to anticipate plan sponsor questions, smooth out the bumps and give HR the tools to be confident. The right partner will know exactly what it takes to make open enrollment feel less like a headache and more like a win.

4 Tips for a Smoother Open Enrollment

Now that open enrollment season is drawing to a close, here are four lessons to think about for next year.

  1. Communicate early and educate strategically — Open enrollment brings on an abundance of information, especially when introducing a nontraditional health plan. There are new partnerships and logos to recognize, different resources to connect with, and new processes to follow for a smooth experience. While these changes are all for the better, they can feel overwhelming at first. That’s why a strategic rollout is key — not just to avoid overload, but to make sure education comes from the right people and not Google or watercooler chatter. Our approach layers information thoughtfully to build momentum and lead into impactful open enrollment educational meetings. Each step reinforces the last, so by the time the plan goes live, employees feel prepared, confident and at ease with what’s ahead.
  2. Open enrollment meetings are a must — Speaking of educational meetings, they’re nonnegotiable when making the transition to a nontraditional health plan. It’s not realistic to expect people to read and understand every word of their benefits guide. With only a small window to build trust and clarity, you can’t rely on passive communication alone. When time is set aside for a knowledgeable adviser to walk through the changes and answer questions, the information is more likely to stick and result in stronger understanding. We find that when a strong, positive voice is in the room, it has the most impact. It can be a company leader, the advisor or us at ClaimDOC. But they must bring a passionate energy and deliver the “why,” the real value these changes create for the plan, and the steps employees can take for the best experience.
  3. Find a vendor that provides high-quality member support — The transition to a nontraditional health plan naturally brings questions, and some employees will need extra handholding. HR teams should not become the default hub for every concern, carrying the weight of tracking down answers. Members should be able to rely on your RBP vendor as their go-to resource for navigating plan questions, solving provider access issues and even handling future needs like medical bill review. At ClaimDOC, we tell our clients the key is to steer employees to our member advocates early and often. The simple question — “Have you connected with a ClaimDOC Member Advocate?” — can make all the difference.
  4. Find a partner you can lean on during open enrollment and beyond — All in all, rolling out a new health plan can feel intimidating. The success of the plan requires more than a vendor. It takes a true partner to lay the foundation for a smooth and successful experience. Your RBP vendor should be crafting clear communication, hosting open enrollment meetings and supporting HR every step of the way to make the process easier. And the key to making implementation successful is simple: engage early.

There you have it. Four lessons that make all the difference during open enrollment — communicate strategically, host those meetings, ensure your RBP vendor provides exceptional member support and find a partner you can lean on. Do these things, and you’ll turn what feels overwhelming into a smooth, confident experience.