As the year winds down, many Baton Rouge employers are focused on closing out projects and preparing for tax season. But one critical task often overlooked is reviewing employee benefits. A year-end benefits check helps ensure compliance, prevents costly surprises, and positions businesses for stronger retention in the year ahead.
From updating health insurance plans to verifying contribution limits, small adjustments now can make a major difference come January. For Baton Rouge employers facing rising healthcare costs and a competitive hiring market, a thorough review ensures benefits stay both compliant and compelling. Here are five key year-end benefits adjustments every Baton Rouge business should make before the calendar turns.
Review Health Insurance and Plan Renewals
Health insurance is often the largest and most complex component of an employee benefits package. Before the new year, employers should take a close look at their plan performance, utilization rates, and employee satisfaction. If costs have risen or coverage gaps have been identified, now is the time to make adjustments.
Employers should also verify that their plans meet all Affordable Care Act (ACA) standards and Louisiana-specific requirements. Reviewing plan renewals early allows time to negotiate with providers, explore new plan options, or update contribution structures before the new coverage year begins.
It’s also smart to survey employees for feedback, understanding what they value most can help guide renewal decisions that balance affordability and satisfaction. For example, expanding mental health coverage or telehealth options has become a top priority for many workplaces in Baton Rouge.
Reassess Retirement and Contribution Plans
Year-end is the perfect opportunity to review retirement benefits, such as 401(k) or IRA plans. Employers should confirm that contributions and matching policies align with updated IRS limits for 2026. Adjusting contribution percentages or adding automatic enrollment features can increase participation and demonstrate long-term investment in employees’ financial wellness.
Transparency is key, communicate upcoming changes and deadlines early to help employees plan their contributions before year-end payroll deadlines. Reviewing these plans also ensures compliance with Department of Labor (DOL) and IRS requirements, preventing penalties and administrative issues down the line.
Update Flexible Spending Accounts (FSAs) and Health Savings Accounts (HSAs)
Flexible Spending Accounts and Health Savings Accounts are essential tools for helping employees manage healthcare expenses, but both require careful year-end attention. For FSAs, employers should remind employees of upcoming deadlines, most unused funds do not roll over to the new year unless a grace period or limited carryover is in place. Sending timely reminders helps employees make the most of their benefits and minimizes forfeited balances.
For HSAs, employers should confirm contribution limits and ensure that payroll deductions match IRS thresholds. Reviewing participation rates can also identify opportunities to promote HSA education or matching contributions to increase engagement.
By ensuring these accounts are accurate and well-communicated, Baton Rouge employers can reduce confusion, support employee wellness, and start the new year with fewer administrative headaches.
Stay ahead of renewal season and ensure compliance with Coeur Workforce Solutions.
Evaluate Benefits Communication and Enrollment Tools
Even the best benefits plans can fall short if employees don’t understand them. As year-end approaches, take time to evaluate how benefit updates and enrollment information are being communicated. Confusion about coverage, contribution limits, or deadlines can lead to underutilization of valuable benefits.
Ensure that employee self-service portals, enrollment platforms, and printed materials reflect accurate, up-to-date information. Digital enrollment tools like those integrated through modern HR systems can streamline the process and reduce administrative errors. Clear, consistent communication helps employees feel confident about their choices and demonstrates that leadership values transparency and support.
Plan for Compliance and Reporting Requirements
As the new year approaches, compliance deadlines often come faster than expected. Employers in Baton Rouge should review all year-end reporting requirements tied to employee benefits, such as Affordable Care Act (ACA) forms, dependent eligibility verifications, and benefit summaries.
Check with carriers to ensure all premium payments and policy renewals have been processed correctly. It’s also wise to verify employee information like Social Security numbers, addresses, and dependent details to prevent reporting errors. Maintaining accurate records now helps avoid headaches later, especially during audits or when preparing annual filings.
Employers should also stay current with Louisiana-specific regulations, including requirements for health coverage, payroll deductions, and any updates affecting benefits administration in 2026.
Closing the Year on the Right Note
Year-end benefits adjustments aren’t just about checking boxes, they’re about setting up employees and the organization for long-term success. By reviewing health plans, updating FSAs and HSAs, improving communication tools, and ensuring compliance, Baton Rouge businesses can start 2026 with clarity and confidence.
Schedule a consultation today with Coeur Workforce Solutions to streamline your year-end benefits administration, ensure compliance, and prepare your workforce for a strong start in the new year!
