According to Aon Hewitt, many employees can expect to face this landscape:

• Rising costs – Most employers plan to subsidize employees' health coverage at a similar rate as this year, but as health-care costs continue to rise, employees are likely to continue to see higher premiums and out-of-pocket costs.
• More consumer-driven health plan (CDHP) options – Fifteen percent of companies currently offer a CDHP as the only health plan option, and another 42 percent are considering doing so in the next three to five years.
• Wellness incentives – Most employers are placing greater emphasis on health and wellness programs that encourage employees to take a more active role in managing their health. 
• Greater transparency - An increasing number of employers provide decision-support tools that enable employees to model out-of-pocket costs based on anticipated health plan usage or previous claims information.
• More alternatives – A small but growing number of employers are offering group-based health benefits to active employees through private health exchanges.

Employers can respond to these changes by helping make enrollment faster and easier.

See also: Employee benefits' 15 minutes

Joann Hall Swenson, health engagement leader at Aon Hewitt, says many companies are designing the process so it is similar to an online retail shopping experiences, where workers can access decision support tools and other resources that can help narrow down choices and weigh them against specific needs. "Employers are also stepping up their efforts to clearly communicate what is changing from previous years, using a variety of communication methods."

See also: Using tech to make the most out of enrollment