For example, employers should examine how their updated pay classifications for various employees will affect those workers’ access to — or contribution levels for — health care insurance coverage, life insurance, a retirement savings plan, vacation time accruals, and more. Moving employees from an exempt status to a non-exempt status will likely impact the level of benefits for which many of these employees qualify. In addition, the costs associated with those benefits could also significantly change for both employees and employers.

A trusted advisor like an employee benefits broker is quickly becoming the resource to help employers assess, define, and deliver the right combination of solutions, strategy, technology, and change management to ensure compliance and preserve the human capital experience that drives business results.

With benefits being a significant factor in total compensation and historically one of the biggest factors in attracting talent, employee benefits brokers are already experiencing client requests for help navigating the new overtime pay rules and communicating changes to employees. Many broker firms are extending the support they provide to their clients in all areas of human capital management as their clients continue to face more and more change in all things regarding their people.

With open enrollment season kicking off this fall — just weeks before the new overtime pay rules go into effect — now is the time for benefits brokers to help clients begin (or continue) preparing a strategy to roll out updated benefits plans and revised policy manuals.

According to the 2016 ADP Health Benefits Report, which examines the current benefits trends of large employers, the cost of health premiums is directly correlated with employee earnings — particularly when it comes to covering dependents. That suggests that both employers and employees will take a close look at how significantly benefits costs will change once employers implement increases or decreases in pay grades across their organizations.

This issue has the potential to open a floodgate of questions and even an emotionally charged response from employees. A recent SHRM study shows that benefits are still a key part of engaging employees, retaining talent and attracting new employees.

Sixty percent of the SHRM study respondents rated overall benefits as a very important factor in their job satisfaction. Just ahead of benefits were overall compensation and pay (63 percent) and respectful treatment in the workplace (67 percent).

It’s not surprising that compensation changes and benefits options are two of the most important and challenging workforce issues facing employers right now. Benefits brokers are in a pivotal position to offer strategic counsel to their clients, including best practices for approaching and managing payroll changes and the potential implications to benefits plans stemming from those changes. Below are three steps benefits brokers should consider taking to help prepare their clients for the impact of the new overtime rules:

1. Send a timely, personalized note to clients to offer benefits planning support in light of the upcoming open enrollment season and new overtime rules compliance deadline. Outline your expertise and the type of support you can offer.

2. Create and offer a free FLSA/benefits guidebook to help employers assess their current benefits options and evaluate potential plan changes they’ll want to consider based on re-classifying exempt and non-exempt workers. Offer scenario planning assistance since the situation will vary for every client.

3. Host a series of webinars in partnership with a human capital management expert to arm employers with a broad base of expert insights ranging from benefits planning and integrated HR/benefits solutions to payroll and tax compliance strategies.