Legal insurance has existed in this country for nearly acentury, yet only recently has it grown in popularity as anemployee benefit. In response, brokers are including it in theirexpanded product offerings to clients.

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The quality of legal plans varies, however, as doesthe administrative support offered to brokers in their sales andenrollment efforts. Brokers can boost sales by selecting a legalinsurance provider that fully understands the steps necessary tofoster appreciation of the benefit and drive participation in theplans.

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Here are six tips to help drive greater awareness andparticipation in a legal benefits program — resulting in moreengaged employees, reduced stress and increasedproductivity.

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Try these six tips to success:

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1. Use multiple channels. Communicating benefitinformation through a variety of channels — group meetings, emails,webinars, phone calls, one-on-one meetings, mobile devices andsocial media — captures the attentionof a larger audience.1

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2. Timing is everything. Employees are busy people,both at work and at home. Building awareness early allows them thetime they need to review and evaluate all their benefit options.When employees receive communications at least four weeks prior toopen enrollment, participation can be as much as four timeshigher than it is for those who allowed less time tocommunicate about the legal plan.2

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3. What’s your frequency? Integration, timing andfrequency of communication are important to educate all employeesabout the legal plan. Everyone learns differently and it oftentakes multiple touches to retain information.2 Ourcompany’s internal research shows that implementing early, frequentcommunication campaigns during the enrollment period results inparticipation rates that are four times higher.2

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4. Evaluate the enrollment method and timing. Nearlyall eligible employees will review their health and welfarebenefits during an open enrollment period, so havingadditional benefits available to sign up at the same timeincreases the visibility and awareness. Further, using the sameenrollment method for both core and voluntary benefits can driveparticipation — up to six times higher. 2

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5. What’s your payment type? Payroll deduction helpssimplify the overall process for the employee, eliminating anotherpayment they have to track on their own — and increases thelikelihood they’ll retain the plan.

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6. Employer support is crucial. A higher level ofsupport and visible commitment from the plan sponsor signifiesgreater importance to employees and improves the overall success ofthe program. Supportive clients demonstrated nearly 10times higher participation than those clients who viewedtheir plan as a “gap filler.”

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As legal plans rise in popularity as a benefit, working with theright partner — one that understands how to drive awareness andparticipation in the plan — is a critical aspect of the program’ssuccess.

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1“7 Core Success Factors for Communicating More Effectively,”ARAG North America, 2014.

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2“How to Choose Implement and Drive Participation from YourVoluntary Benefit,” ARAG North America, 2014.

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