How does open enrollment work?
Open enrollment is a set time each year when Colorado and Utah employees can choose or adjust health and other benefits for the coming year. Changes outside this window are only allowed after major life events like marriage or birth.
Your trusted Colorado and Utah insurance advisor, providing clarity and confidence for employee benefits decisions.
Complete Guide to Open Enrollment for Employee Benefits
Why This Question Matters for Colorado and Utah Residents
Navigating open enrollment is crucial for maximizing your employee benefits—especially in regions like Colorado and Utah where plan options, premium contributions, and healthcare needs can vary significantly.
- High local costs: Family premiums in Colorado averaged $25,572 in 2024, up 7% from last year, with employee contributions at 31%—higher than the national average.
- Plan variety: Employers in both states offer a mix of traditional and high-deductible plans, making your annual review even more important for your budget and health.
- Regulatory landscape: Both Colorado and Utah enforce ACA requirements, meaning large employers must offer comprehensive coverage. Local rules also dictate required documentation like Summary of Benefits and Coverage (SBC).
What Most People Get Wrong
Many employees think they can make changes to their benefits any time—with some only discovering the limits when it’s too late. Another common error, especially in Colorado’s fast-growing economy, is ignoring how fast costs and coverage details change year to year.
Some also overlook new plan offerings (like dental or expanded mental health) or misunderstand which life events qualify for mid-year changes.
The Complete Picture
Open enrollment is your annual opportunity to adjust your benefits package—typically in October or November for coverage starting the next January. During this window, you can:
- Switch between health, dental, or vision plans
- Add or remove dependents (spouse, children)
- Enroll in additional benefits like flexible spending accounts (FSAs) or health savings accounts (HSAs)—popular in Northern Colorado, where HDHPs are common
Once open enrollment ends, changes are locked unless you experience a qualifying event (marriage, birth, loss of coverage, etc.). Employers in Colorado and Utah are required to provide informational sessions and written details—often including cost breakdowns and out-of-pocket maximums. With premiums rising roughly 7% per year and out-of-pocket family deductibles averaging nearly $5,000, failing to review your options can result in major, avoidable expenses.
Making the Right Decision for Colorado and Utah Residents
Question 1: What are my actual health and benefit needs for the coming year?
Take time to project your healthcare, dental, and vision needs. Consider:
- Planned surgeries or specialist visits
- Ongoing prescriptions
- Changes in family size (new baby, college student, etc.)
Question 2: Which plan best fits my budget and risk tolerance?
Compare your employer’s options:
- High-deductible plans (common in Denver/Fort Collins)—lower monthly premium, higher upfront costs
- Traditional PPOs—higher premium, lower deductible and copays
- Check your expected out-of-pocket costs for medical, dental, and vision each year
Question 3: Have I double-checked deadlines and properly submitted my elections?
Missing the enrollment window means you’re locked into last year’s choices, or even lose coverage. Confirm you’ve:
- Reviewed all documentation and employer resources (including any local info meetings)
- Submitted forms online/by paper before the stated deadline (ask your HR for confirmation, especially in larger Utah/Colorado firms)
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Real World Examples
Fort Collins Family Navigates Open Enrollment
Background: Emily, a graphic designer in Fort Collins, supports her husband and young daughter. She’s reviewing options during open enrollment at her tech job, where premiums have risen sharply the past two years.
Coverage: Offered a choice between a high-deductible health plan (HDHP) with HSA and a traditional PPO. She currently has the PPO.
Monthly Premium: $212/month for family coverage ($2,544/year), with a $3,900 out-of-pocket max.
The Incident: Emily expects her daughter will need surgery in the coming year. During open enrollment, she notices the PPO now features expanded mental health coverage and a slightly higher premium.
Total Claim Cost: $7,000 for surgery ($3,900 OOP max + $100 for post-op visits/meds).
Emily's Cost: $3,900, all capped due to out-of-pocket maximum, saving her family thousands compared to a less comprehensive plan.
"I’m glad I reviewed our options early—otherwise, I never would have realized the HDHP would have cost us much more this year."
Denver Engineer Switches Benefit Elections After Life Change
Background: James, an engineer in downtown Denver, recently married and needs to add his spouse to his employer plan. He’s new to open enrollment at his mid-sized tech firm.
Coverage: Upgraded from employee-only HDHP to employee+spouse PPO with dental and vision add-ons.
Monthly Premium: $388/month for two ($4,656/year), employer pays 69%.
The Incident: James missed open enrollment last year and learned mid-year that a marriage qualifies for a special enrollment period—but only with proof and within a short timeframe.
Total Claim Cost: $800 in dental expenses, $400 for new glasses, $2,400 in preventive care between both spouses.
James' Cost: About $550 in out-of-pocket costs after plan benefits.
"It was the first time I realized how important those enrollment deadlines are. Thankfully HR explained the special window, or we might have missed out on a year of coverage for my wife."
Salt Lake City Teacher Prepares for the Unexpected
Background: Sarah, a teacher in Salt Lake City, reviews her annual enrollment after news her school district is increasing deductibles to manage rising costs.
Coverage: Chooses a PPO plan that includes critical illness and disability riders, after attending a district info session.
Monthly Premium: $143/month ($1,716/year), school district covers 78%.
The Incident: Mid-year, Sarah develops a health condition needing extended time off. Disability and critical illness benefits kick in, covering lost salary and much of her additional medical bills.
Total Claim Cost: $18,500 (hospitalization, doctor’s visits, therapy, missed salary).
Sarah's Cost: $2,800 (plan OOP max and uncovered services).
"Without those extra riders, I would have faced months of stress and debt. Open enrollment was the one time I could add them—now I always review everything, just in case."
Avoid These Common Mistakes
Mistake #1: Waiting Until the Last Minute
What People Do: Many employees in Colorado and Utah put off reviewing benefit options until the final days of open enrollment.
Why It Seems Logical: With busy schedules, it’s easy to assume last year’s elections are good enough—or to wait for a reminder email.
The Real Cost: Missing the deadline can leave you locked into inadequate coverage, or automatically re-enrolled in a costlier plan. In the region, this could mean paying hundreds more monthly or missing out on expanded mental health, dental, or vision benefits—often costing families $1,500+ more per year.
Smart Alternative: Mark open enrollment dates early, review plan changes, and use tools or advisors (like FoCoIns) to compare all options—ideally a few weeks before the deadline.
Mistake #2: Not Considering Family or Major Life Changes
What People Do: Employees in growing regions like Denver or Provo stick with single coverage, forgetting to add new spouses or dependents during open enrollment.
Why It Seems Logical: It’s easy to overlook until a major event actually happens or to assume changes can be made anytime.
The Real Cost: Adding a spouse or child outside open enrollment requires a qualifying event, or you risk gaps in coverage for an entire year—potentially costing thousands in out-of-pocket bills for new dependents.
Smart Alternative: Proactively review your household for upcoming changes and update your coverage during open enrollment. For special events, document promptly and contact FoCoIns or HR within the required window.
Mistake #3: Overlooking Added Benefits and Wellness Incentives
What People Do: Employees often skip reviewing optional add-ons like dental, vision, or critical illness because they’re focused only on medical premiums.
Why It Seems Logical: It’s tempting to keep costs down by ignoring extras, especially with rising health premiums.
The Real Cost: Omitting these benefits can lead to hundreds or thousands in avoidable expenses (e.g., $800/year in dental costs, lost HSA contributions, or $1,200 in unused wellness incentives).
Smart Alternative: Review all available options and incentives at enrollment time. FoCoIns advisors can help you understand the value of supplemental coverage and what makes sense for your situation—often the additional protection pays for itself over the year.
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