Benefits. Simplified.

Have your benefit summaries and plan documents saved as easy‑to‑share PDFs so employees can review their options anytime. If you’d like help setting this up or using an online platform to share materials, we’re happy to walk through the options with you.

When an employee becomes newly eligible for benefits, share your benefit materials several weeks before their coverage start date so they have time to review options and decide whether to enroll. Eligibility often applies to new hires, but it can also include employees moving from part‑time to full‑time once they meet your hours and probation requirements.

The probation period needs to be applied to all eligible employees. Upon completion of the probation period, the employee can enroll in the plan. Probation periods range from 0 to 60 days, and coverage usually begins on the 1st of the month following the probation period (some contracts allow for the 90th day). 

If the employee does not enroll within 30 days of being eligible, enrollment will close. The next available opportunity to enroll will be at your next open enrollment period which occurs prior to your plan renewal date.

• Ted is hired full-time on July 9th at 40 hours per week
• The contract hour requirement is 35 hours per week
• The contract probation is "1st of the month following 60 days"
• Ted is eligible to enroll for an October 1st effective date

• Jane is hired part-time on March 15th at 20 hours per week
• The contract hour requirement is 35 hours per week
• Jane is ineligible because she doesn't meet the hour requirement
• Jane transitions to full-time on June 20th at 40 hours per week
• The contract probation period is "1st of the month following 60 days"
• Jane is eligible to enroll for a September 1st effective date

• Martha is eligible to enroll for a July 1st effective date
• Martha already has group coverage through her husband's employer
• Martha waives her employer plan because of the other group coverage and she completes a waiver form
• In the event her husband loses his job and coverage, Martha can enroll on her employer plan without a loss of coverage. This only applies when there is other group insurance, it does not apply when there is other individual insurance.

When you’re bringing new employees on board, we’ll help you handle benefits eligibility, elections, and enrollment steps so nothing falls through the cracks and your team starts off confident.

• Employee quits
• Employee has unauthorized absence
• Employee finds other employment
• Employee has a reduction in hours and loses eligibility

Note: Cancellation dates are on the last day of the month in most cases.

• Rick leaves employment on January 4th
• Rick's cancellation will be January 31st

When an employee leaves, we’re here to guide your HR and benefits team through coverage terminations, required notices, and key deadlines so you stay compliant and organized.