Open enrollment can be stressful for any employee, but it’s especially overwhelming for Generation Z—those born between 1997 and 2012. As the newest wave of professionals, many Gen Z workers are navigating benefits on their own for the first time.
In fact, a MetLife study found that 60% of Gen Z employees don’t fully understand their benefits, and 35% lack confidence in their elections during open enrollment. Since individuals can stay on their parents’ health insurance until age 26, many Gen Z employees are new to selecting coverage—and often lean on family for advice. A Justworks survey revealed that 57% of Gen Z workers rely on recommendations when choosing benefits, with nearly three in five turning to their parents for guidance.
For employers, this presents an opportunity. By providing clear, accessible education and communication, you can empower younger employees to make informed decisions—boosting satisfaction and confidence in their benefits package.
Here are practical strategies to help Gen Z employees navigate the process:
Tailor Communications
Use multiple channels—emails, social posts, internal messaging platforms, and in-person touchpoints—to ensure employees know when open enrollment starts, when it ends, and what happens if they miss the deadline. According to MetLife, Gen Z’s top communication preferences are:
Provide Bite-Sized Educational Resources
Offer infographics, short videos, and FAQs that break down the basics. Keep it simple and accessible to align with how Gen Z consumes information.
Define Acronyms and Key Terms
Benefits materials are full of jargon—PPO, HMO, OOP, deductible, copay. Clearly define these terms so employees can make sense of their options.
Explain All Available Benefits
Gen Z often thinks only of health insurance, but voluntary benefits can be just as valuable. Highlight financial planning tools, student loan repayment, identity theft protection, pet insurance, legal services, and 401(k) plans to show the full picture.
Encourage Thoughtful Decisions
Rushing leads to missed opportunities. Give employees time to review their options and encourage them to ask questions.
Promote Self-Assessment Tools
Provide checklists or surveys so employees can reflect on the benefits they used last year and identify coverage gaps for the year ahead.
Educating Gen Z employees isn’t just about checking a compliance box—it’s about building a stronger, more confident workforce. When young employees understand their benefits, they’re more likely to feel supported, valued, and satisfied at work.
By tailoring your approach to meet the needs of Gen Z, you not only help them make smarter benefit choices—you also strengthen retention, improve morale, and foster a culture where employees feel cared for.
Open enrollment isn’t just about forms and deadlines—it’s a chance to reinforce your company’s value to employees. By starting early with tailored benefits, you can turn 2026 open enrollment into a strategic win for your business.
Zinn Insurance is here to bulletproof your business with benefits strategies that actually work—no fluff, no templates, just results.
💬 Need support preparing for 2026? Let’s talk.
