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What open enrollment is, and why it matters

Open enrollment is your employer's yearly window to pick or change health, dental, vision and other benefits for the next plan year. Outside it, you can usually change your choices only after a qualifying life event, such as marriage, a birth, adoption or losing other coverage. Federal rules give you at least 30 days after many of those events to request enrollment (29 CFR 2590.701-6), and cafeteria plan rules limit mid-year changes to elections that are consistent with the change (26 CFR 1.125-4).

In short: what you pick now is generally what you have for the year. Our guide to life and coverage changes covers the exceptions.

Step 1

1. Find your deadline and your documents

  • 1
    Your enrollment deadline, including the time and time zone. Employer windows vary. Do not assume it matches anyone else's.
  • 2
    What happens if you do nothing. Some employers roll your current medical plan forward. Many require a new FSA election each year. Check both.
  • 3
    Your benefits guide for next year, usually a PDF.
  • 4
    The Summary of Benefits and Coverage for each medical plan. Every plan has one, and it is built for side-by-side comparison (HealthCare.gov: SBC).
  • 5
    What changed from this year. Premiums, deductibles, networks and drug lists can all change, even if the plan name stays the same.

Step 2

2. Write down your likely care for next year

You do not need a forecast. You need a rough list.

  • 1
    Regular prescriptions, with the name and dose.
  • 2
    Doctors and specialists you want to keep.
  • 3
    Planned care: a surgery, a baby, physical therapy, regular therapy sessions.
  • 4
    Last year's spending, if you can find it in your plan's claims history or your explanation of benefits statements.

This list is what you will check each plan against.

Step 3

3. Check doctors and drugs before you compare prices

A cheaper plan that does not cover your doctor or your drug is not cheaper for you.

  • 1
    Look up each doctor in each plan's provider directory, then confirm with the office that they take that specific plan. See how to tell if a doctor is in network.
  • 2
    Check each prescription in each plan's formulary (drug list), including its tier and any prior authorization or step therapy rules. Some plans also have a separate pharmacy deductible. See why a prescription can be expensive even with insurance.
  • 3
    Know the plan type. An HMO or EPO generally does not cover non-emergency care out of network. A PPO usually does, at a higher cost. See HMO vs PPO vs EPO.

Step 4

4. Compare total cost, not just premiums

For each medical plan still in the running, add up:

  • 1
    The yearly premium: your paycheck deduction × the number of paychecks.
  • 2
    What you would pay in a light year, a typical year and a bad year, using the deductible, coinsurance and copays.
  • 3
    The out-of-pocket maximum, which caps a bad year for covered in-network care.
  • 4
    Minus any employer HSA or HRA money that comes with a plan.

Then check one detail families often miss: whether the family deductible is embedded or aggregate. See embedded vs aggregate deductibles.

Our free plan comparison calculator does the math for two plans and finds the point where the cheaper plan changes. For a high deductible plan against a PPO, see HDHP vs PPO. For the full step-by-step, see how to choose a health plan from your employer.

Step 5

5. Decide who is on the plan

  • 1
    Your spouse. If your spouse has their own job-based coverage, compare one family plan against two separate plans. Some employers add a surcharge for covering a spouse who has their own coverage. See adding a spouse to your health insurance.
  • 2
    Double coverage. If you plan to cover anyone on two plans, know which pays first. See coordination of benefits and the birthday rule.
  • 3
    Adult children. Generally, children can join and stay on a parent's job-based plan until 26, even if they marry, have a child, leave school, or are not claimed as a tax dependent (HealthCare.gov).
  • 4
    Anyone you need to remove. Dropping a dependent who now has other coverage can lower your premium tier.
  • 5
    Paperwork. Many employers ask for documents, such as a marriage or birth certificate, when you add a dependent. Note their deadline.

Step 6

6. Set your HSA or FSA amount

  • 1
    If you pick an HSA-eligible plan: the 2027 HSA limits are $4,500 for self-only coverage and $9,000 for family coverage, plus $1,000 if you are 55 or older (IRS Rev. Proc. 2026-24; IRS Publication 969). Employer deposits count toward the limit. See how much to put in an HSA for 2027.
  • 2
    If you use a health FSA: as of October 30, 2026, the IRS has not published the 2027 limit. The 2026 limit is $3,400, with a carryover of up to $680 where the plan allows it (IRS Rev. Proc. 2025-32). Your enrollment portal will show your plan's cap. Elect only what you are confident you will spend. See how much to put in an FSA for 2027.
  • 3
    Do not mix them by accident. A general-purpose health FSA, including a spouse's, generally blocks HSA contributions. A limited-purpose FSA does not (IRS Publication 969).
  • 4
    Dependent care FSA: the limit is $7,500 a year, or $3,750 if married filing separately, starting in 2026 (IRS).
  • 5
    This year's FSA balance: check your spending deadline. See FSA deadlines and unused money.

Our HSA vs FSA calculator compares the two accounts.

Step 7

7. Review the other benefits

  • 1
    Dental and vision. Compare the yearly premium with the care you expect, then check the annual maximum and any waiting periods. See is dental and vision insurance worth it?
  • 2
    Supplemental plans such as accident, critical illness or hospital indemnity. See is supplemental insurance through work worth it?
  • 3
    Life and disability insurance. Check whether a basic amount is included and what extra coverage costs. Some plans ask health questions if you enroll later.
  • 4
    Your 401(k) match. Open enrollment is a good time to confirm you contribute enough to get the full match. Our 401(k) match checker shows the percentage.
  • 5
    Beneficiaries on life insurance, your 401(k) and your HSA.
  • 6
    Smaller programs your guide lists, such as an employee assistance program or wellness incentives.

Step 8

8. Submit, save and check

  • 1
    Submit before the deadline and wait for a confirmation screen or email.
  • 2
    Save the confirmation as a PDF or screenshot. It is your proof if something goes wrong.
  • 3
    Read the confirmation line by line: each plan, each person covered, each account amount.
  • 4
    Check your first paycheck of the new plan year to confirm the deductions match what you picked.
  • 5
    Watch for new ID cards and register on the plan's website before you need care.

The short version

The short version

  • Find your deadline and what happens if you do nothing.
  • Check doctors and drugs before prices.
  • Compare total yearly cost, including employer HSA money.
  • Decide who is covered, then set HSA or FSA amounts.
  • Save your confirmation and check your first paycheck.

Frequently asked questions

Frequently asked questions

What is open enrollment?

It is your employer's yearly window to choose or change benefits for the next plan year. Outside it, changes generally require a qualifying life event, such as marriage, a birth or losing other coverage.

When does open enrollment end?

It depends on your employer. Many employer windows for calendar-year plans run in the fall and close in mid-November, but yours could be different. Your HR or benefits portal has the exact date. The HealthCare.gov Marketplace has a separate window.

What happens if I miss open enrollment?

You may keep your current coverage, be enrolled in a default plan, or have no coverage, depending on your employer's rules. FSA elections often do not carry over. You can generally make changes only after a qualifying life event until the next open enrollment.

Can I change my plan after open enrollment closes?

Usually only after a qualifying life event. Federal rules give at least 30 days after many events, such as marriage, birth, adoption or losing other coverage, to request enrollment (29 CFR 2590.701-6). Some employers allow corrections for a short time after the window. Ask quickly if you spot an error.

What should I compare between health plans?

Network access first (doctors and drugs), then total yearly cost: premiums plus expected out-of-pocket costs, up to the out-of-pocket maximum, minus any employer HSA money.

Do I need to re-enroll in my HSA or FSA every year?

FSA elections often must be made each year. HSA payroll contributions may continue automatically, but check, because a plan change can affect your eligibility and your limit.