As healthcare employers look ahead to 2025, one season looms large on the HR calendar: open enrollment. It’s a critical time to attract and retain top talent, meet shifting employee expectations, and demonstrate organizational values through thoughtfully designed benefits packages. But with rising healthcare costs, evolving workforce needs, and growing competition in the talent market, how can employers use this season to their advantage?

In this blog, we’ll break down what healthcare HR teams can expect from the 2025 open enrollment season and how to strategically prepare for everything from trending benefits to retention-boosting strategies.

Understanding Open Enrollment in 2025

Open enrollment is the designated window, usually between October and December, when employees can enroll in or change their employer-sponsored health benefits for the upcoming year. It’s more than a compliance obligation; it’s a moment that reflects your company’s culture, commitment to employee well-being, and ability to compete for top healthcare professionals.

In 2025, open enrollment is shaping up to be more complex and more consequential. Rising healthcare premiums, inflation-driven cost-of-living increases, and shifting employee values have placed new pressure on employers to offer comprehensive, competitive benefits.

2025 Trends in Employer Health Benefits

According to a recent survey by Mercer, U.S. employers anticipate a 5.8% increase in health plan costs in 2025. This financial pressure, paired with a workforce increasingly seeking flexibility and support beyond basic medical coverage, means benefits packages need to evolve.

Here are some key trends driving 2025’s open enrollment season:

1. Mental Health Coverage Takes Center Stage

More than 94% of large employers are enhancing mental health support in their plans, recognizing burnout and stress as major contributors to turnover, especially in healthcare. Teletherapy, stress management programs, and expanded EAPs (Employee Assistance Programs) are quickly becoming standard.

2. Virtual Care and Telehealth Are Here to Stay

Remote care options are no longer a convenience, they’re expected. As telehealth adoption grows, employees now want plans that include virtual consultations, chronic care monitoring, and mobile-first health tools.

3. Customization Over One-Size-Fits-All

Employees want choices. Tiered health plans, voluntary benefits (like accident or pet insurance), and wellness stipends help meet diverse life stages and lifestyles.

4. Family-Focused Benefits

Expanded parental leave, fertility support, elder care assistance, and childcare subsidies are gaining traction as ways to support working families, especially valuable in healthcare fields that demand nontraditional hours.

5. Preventive and Holistic Health Support

From nutrition counseling and gym reimbursement to access to wearable tech integrations, preventive care offerings are becoming a competitive advantage.

Why Better Benefits Matter in Recruitment and Retention

Open enrollment is more than a check-the-box HR exercise; it's a recruiting and retention strategy. In fact:

• 63% of job seekers say benefits are a top factor in whether they accept a job offer (source: Glassdoor).

• Employers with strong benefits offerings see lower turnover and higher employee satisfaction which is critical in a healthcare industry where burnout and staffing shortages are top concerns.

When candidates evaluate opportunities, they’re asking: “Does this organization value my well-being?”, “Will I be supported in work and life?”

Providing meaningful, flexible, and comprehensive healthcare packages answers those questions and positions your organization as an employer of choice.

HR Planning Tips for a Smoother Open Enrollment

To make the most of the 2025 season, here’s how your team can prepare:

Start Early: Evaluate benefits offerings and vendor contracts in Q3. Consider benchmarking against similar organizations in your region or specialty.

Gather Employee Feedback: Survey staff to understand what benefits they value most—or feel are missing. Data-driven adjustments improve satisfaction and reduce guesswork.

Streamline Communication: Confusion is one of the biggest open enrollment pitfalls. Use multiple channels like emails, webinars, one-on-one meetings, to clearly communicate plan options, deadlines, and how to enroll.

Train Your Managers: Supervisors are often the first point of contact for benefit-related questions. Equip them with FAQs, talking points, and escalation protocols.

Use Technology Wisely: Platforms like ProfiHitch’s hiring tools aren’t just for recruiting, streamlining HR tasks during open enrollment can improve internal efficiency and employee satisfaction.

How ProfiHitch Supports Healthcare HR Leaders

At ProfiHitch, we know that recruiting and retaining top healthcare talent takes more than just posting a job description, it’s about offering value from day one. Our platform supports HR teams by:

• Simplifying the recruiting process with bias-free, skills-first matching
• Helping reduce turnover through better role alignment
• Supporting culture-forward recruitment strategies, including benefits communication and positioning

When your benefits offering reflects your organizational values, employees notice and stay.

Final Thoughts 

Open enrollment season is a pivotal moment for healthcare employers. It’s an opportunity to reinforce your organization’s commitment to employee wellness, differentiate your company in a competitive job market, and boost retention where it matters most.

With the right planning and insight into what today’s healthcare workforce needs, your 2025 open enrollment season can help you build a stronger, healthier, more engaged team.