Making the Most of Your Ancillary Benefits in 2026

The enrollment rush is over, but your benefits investment is just beginning to pay off. If your employees don't understand the dental, vision, life insurance, and voluntary benefits you're providing, that's money with zero return on investment. Nassau and Suffolk County employers spend thousands annually on these ancillary benefits—yet many employees barely use them.

Beyond Medical: The Benefits That Build Loyalty

While medical insurance grabs attention during enrollment season, your ancillary benefits package often determines whether employees stay or leave. Long Island's competitive job market means every retention tool matters. Dental cleanings, vision exams, and voluntary life insurance may seem small, but they're the benefits employees use most frequently—and notice when missing.

Here's what smart Long Island employers focus on now that enrollment is complete:

Dental Benefits: From Unused to Appreciated

Most dental plans cover preventive care at 100%, yet utilization rates remain surprisingly low. When employees skip cleanings, they're not getting value from your investment—and you're not getting credit as an employer. The solution isn't better benefits; it's better communication about existing coverage.

Post-enrollment is ideal for reminding employees about their dental benefits, especially for dental practices and medical offices where staff see the cost of neglected oral health daily. A simple email explaining coverage levels, in-network providers, and the difference between preventive and major services can dramatically increase utilization.

Vision Coverage: Small Benefit, Big Impact

Vision insurance typically costs employers $5-15 per month per employee—minimal expense with maximum visibility. Every time an employee gets new glasses or contacts, they remember who provided that benefit. Yet many employees forget they have vision coverage or don't understand how to use it.

Comprehensive benefits education ensures employees know their vision benefits include annual exams, frames allowances, and contact lens coverage. For professional service firms where employees spend long hours at computers, vision benefits become even more valuable.

Voluntary Benefits: Employee-Paid, Employer-Appreciated

Voluntary benefits—supplemental life insurance, critical illness, accident coverage—cost employers nothing beyond administrative time. Employees pay premiums through payroll deduction, but you get credit for offering the option. The key is helping employees understand what these benefits actually cover.

Many employees assume their medical insurance covers everything. When they learn about gaps—like short-term disability for non-work injuries or additional life insurance beyond basic coverage—they appreciate having options. This is especially relevant for accounting firms and law practices where client-facing professionals want comprehensive protection.

FSAs and HSAs: Use-It-or-Lose-It Education

Flexible Spending Accounts create year-end scrambles because employees forget about their contributions. Health Savings Accounts go underutilized because employees don't understand the triple tax advantage. Both represent missed opportunities for employee satisfaction and tax savings.

January through March is perfect timing for FSA and HSA education. Employees can learn about eligible expenses, contribution limits, and deadline requirements while the information is still actionable. For HSA participants, explaining long-term investment options can transform their retirement planning.

The Long Island Advantage

Long Island employers face unique challenges: high cost of living, competitive job market, and employees with sophisticated expectations. Your benefits package might be excellent, but if employees don't understand it, you're not getting competitive advantage.

This is particularly true for nonprofit organizations competing against for-profit companies, or small medical practices competing against hospital systems. When employees fully understand their total compensation—including ancillary benefits they might not get elsewhere—retention improves.

Making Education Practical

Don't overwhelm employees with benefit details during busy work periods. Instead, provide targeted information when they need it:

• Send dental benefit summaries before typical cleaning seasons
• Share vision coverage details when employees mention eye strain
• Explain FSA eligible expenses during cold and flu season
• Review life insurance options after major life events

The goal isn't perfect understanding—it's practical awareness that drives utilization and appreciation.

Beyond Enrollment: Ongoing Value

Professional benefits guidance doesn't end when enrollment closes. The best Long Island employers treat benefits as year-round employee communications, not annual obligations. When employees use their benefits effectively, everybody wins: employees get value, employers get appreciation, and benefit costs become justified investments rather than necessary expenses.

Your ancillary benefits investment is already made for 2026. Now it's time to ensure that investment pays dividends in employee satisfaction, retention, and recruitment advantage. In Long Island's competitive market, that education effort often makes the difference between benefits that cost money and benefits that build loyalty.

Compliance Note: Benefit plan rules and tax implications vary based on company size and location. This summary is for informational purposes only. Please contact your Benton Oakfield representative to review how these changes impact your specific plan documents.

Photo by Tima Miroshnichenko on Pexels