By Angel Seufert
Open enrollment is always a challenge. This year, it may test HR leadership in entirely new ways.
The recently passed One Big Beautiful Bill (OBBB) represents a sweeping federal overhaul with massive downstream implications for health coverage, dependent eligibility, public benefits access, and employee financial planning. While political analysts and legal experts debate its policy merits, HR teams must now deal with the human impact: confusion, misinformation, and rising demand for support.
The impact won’t be limited to benefit administrators or call center teams. This fall, HR leaders across industries will be tasked with interpreting legislation, addressing challenging questions from the C-suite, and maintaining trust with employees who feel overwhelmed by a rapidly changing landscape.
This is HR's moment to lead.
How the OBBB Could Disrupt Open Enrollment
The 900-page legislation touches almost every aspect of health and financial well-being in the workplace. Some of the most critical implications for employers include the following.
Tighter income eligibility for Medicaid and CHIP, pushing more dependents onto employer-sponsored plans.
A projected rise in high-deductible health plan (HDHP) enrollment as employees seek lower premiums.
Greater interest in voluntary benefits like hospital indemnity and critical illness insurance.
Surge in HSA/FSA usage as employees rely on them as emergency funds.
Shrinking community mental health resources, leading to increased reliance on employer-provided support and digital programs.
For HR leaders, the stakes are high. Without the right support, employees may make poor enrollment decisions, miss out on available protections, or disengage entirely from the benefits process.
As the effects of OBBB ripple across the workforce, HR must pivot from being an administrative facilitator to a strategic guide.
Five Leadership Priorities for HR
As the effects of OBBB ripple across the workforce, HR must pivot from being an administrative facilitator to a strategic guide. Below are five priorities that can help HR leaders meet this moment.
1. Clarify the complex. Employees do not have the time, context, or policy fluency to interpret what this legislation means for them. HR must bridge that gap.
Use plain-language and scenario-based messaging to answer common questions like the following.
Will my spouse still qualify for Medicaid?
What happens if I add a dependent this year?
Should I change my HSA contributions?
Build communication plans that layer over time, starting before open enrollment and continuing into the first quarter of 2026. Consider segmenting messaging by employee population. For example, use targeted content for part-time, hourly, or multilingual audiences who may face unique challenges because of eligibility changes.
2. Reinforce financial literacy. According to KFF, more than 40% of adults carry medical or dental debt, and medical bills are involved in two-thirds of U.S. bankruptcies. As more employees opt for HDHPs or shift to employer plans out of necessity, the risk of financial strain increases.
Equip employees to make informed trade-offs by providing answers to these types of questions.
What’s the difference between urgent care and ER costs?
How can voluntary benefits protect household income?
When should an employee tap into an HSA versus paying out of pocket?
Be sure to educate employess through different channels. Consider using short videos, FAQs, and cost comparison tools; they can go a long way in guiding better benefit decisions. Pair these tools with live or recorded Q&A sessions and empower employees to model scenarios using mobile calculators or app-based platforms that align with plans.
3. Reframe voluntary benefits as core protection. In the past, benefits such as critical illness or hospital indemnity insurance were often viewed as optional extras. Today, they’re frequently the only layer of protection that many employees can afford.
Research from Gallagher in 2023 revealed a 36% increase in employer adoption of critical illness coverage. Voya meanwhile reported that 83% of employees would be more likely to stay with an employer that offers these protections.
Make critical benefits more visible—don't hide benefits behind a website tab. Use testimonials or short stories to explain how voluntary benefits work in real life, especially for employees with children, caregivers, or those living paycheck to paycheck.
4. Elevate mental health support. Community-based mental health services are under strain. The National Council for Mental Wellbeing reports that access has declined as demand surges. That demand will flow directly into the workplace.
If company EAPs or mental health resources are outdated, difficult to access, or underutilized, they won’t effectively meet employee needs. Evaluate digital therapy, app-based care, and telehealth coverage now, not after burnout shows up in absenteeism and turnover. Beyond program access, focus on reducing stigma. Consider manager training, peer allies, or regular check-ins to normalize mental health conversations as part of the workplace culture.
5. Equip managers to navigate questions. An organization's frontline leaders are the first point of contact for confused employees. Are they prepared?
Don't expect managers to be benefits experts, but do give them the tools to triage concerns and direct people to the right resources. A well-informed manager can prevent one question from turning into a crisis. Support managers with talking points, quick-reference guides, and 15-minute open enrollment briefings for supervisors. Also consider including benefit scenarios in leadership meetings or intranet hubs to help managers become more comfortable having benefit-related conversations as they arise (realizing, of course, that managers aren't in a position to recommend benefit decisions or options to employees).
HR Leadership in a Policy-Driven World
Regardless of whether an HR leader personally agrees with the shape of policy, their job is to help people navigate its impact. The OBBB may be federal legislation, but its effects will play out in every break room, Zoom call, and onboarding session this fall. Clear communication, proactive planning, and human-centered leadership will determine whether this enrollment season builds trust or breaks it.
This is more than a compliance moment. It's a leadership opportunity.
Angel Seufert is the EVP of HR for Empyrean.