Most companies and employees view health insurance as a “set it and forget it” decision made during open enrollment in the fall. But by the time open enrollment rolls around, your options are limited—and your opportunities to course-correct have often passed you by.
That’s why May matters.
Spring is the unsung sweet spot for reviewing your benefits strategy, and here’s why.
Life Events Are Peaking
May kicks off a season filled with graduations, weddings, job changes, and relocations—many of which qualify as Special Enrollment Periods (SEPs). Employees may not realize they can make changes outside of open enrollment, and HR leaders often miss the chance to proactively communicate that.
Claims Data Is Available
By May, your first-quarter claims data is in, and patterns are emerging. Are mental health services surging? Are chronic conditions driving costs? These early insights can help you tailor your benefits before your renewal. Waiting until Q4 means you’re reacting, not leading.
Early Negotiations = Better Rates
Most carriers finalize their plans in Q3, meaning May and June are your windows for leverage. Getting ahead of renewal season allows you to shop plans, audit utilization, and explore alternative funding models like level-funded or self-funded options—while you still have negotiating power.
It’s Easier to Engage Employees
Fall is hectic. Between holidays and year-end pressures, benefit communications often get lost. In May, your team is more open, routines are stable, and your HR messages are more likely to land. That means smarter choices, less confusion, and a more informed workforce.
You Can Rebuild Your Benefits Strategy
If your benefits aren’t aligned with your company’s values, May is the perfect time to shift course. You can assess what’s working, what’s not, and implement meaningful changes before renewal chaos begins.
Use May as your halfway point to check in on what’s going on with your employees and how you can make open enrollment even more successful!