Benefits administration

Enrich the benefits experience for everyone in your organization with a solution that helps streamline administration, control costs and attract and retain talent.

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Benefits administration hero

Become an employer of choice with innovative, yet simple, benefits administration

Benefits are essential to attracting and retaining talent. But for that to happen, benefits administration has to be easy and engaging, both for employees and HR practitioners. ADP delivers such capabilities and much more.

With an industry-leading mobile experience and seamless carrier integrations, you can help make it simpler and more convenient for your people to manage their benefits. Plus, you’ll have access to deep insights that can help you understand changing employee preferences and advanced technology to adapt accordingly.

See our benefits administration capabilities

Stat: 9 out of 10 say ADP makes it easy for their employees to enroll for benefits

Easily adapt as benefits expectations change

Meet the needs of multiple generations of employees and keep pace with the latest benefits trends – workplace flexibility, mental health, childcare and more – all while simplifying administration. Advanced benefits capabilities from ADP can help you:

  • Engage employees Make it easy for your employees to navigate open enrollment, add dependents and manage life events right from their mobile device or our website.
  • Personalize benefit decisions – Help employees choose the benefits that best fit their needs with guided, interview-based support.
  • Integrate technology – Integrate your benefits administration with top carriers and leading payroll, HR and financial systems, including most ERPs, to help increase efficiency, accuracy and security.
  • Manage voluntary benefits Easily administer your voluntary benefits via automatic payroll deductions.
  • Retain talent Show employees the true value of your investment in their well-being and future with total rewards statements.

Save time, minimize errors through integrations with top carriers

ADP’s HCM solutions integrate with top benefit carriers, helping streamline the exchange of data for plan setup, enrollment and billing. Your HR and finance teams will no longer need to manually enter benefit plan information and keep it updated across multiple systems. This helps reduce the risk of data entry errors and saves hours of valuable time.

In addition to working with more than 700 insurance carriers, financial institutions and other organizations, ADP directly integrates1 with:

1Integrations may vary by solution.

Learn more about carrier integrations

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Commonly asked questions about benefits

What are the top 10 employee benefits?

Generous benefits packages can help employers retain valued employees and attract new talent. Some of the benefits most desired by employees today include:

  1. Health insurance
  2. Paid time off (vacation, holiday, sick day)
  3. Retirement savings plans
  4. Dental insurance
  5. Life insurance
  6. Vision insurance
  7. Paid family and medical leave
  8. Flexible schedules
  9. Tuition reimbursement
  10. Financial wellness services

What are some examples of benefits?

Benefits tend to fall into two categories – traditional and unique. Examples of traditional benefits include health and dental care, life insurance and retirement savings plans. Unique benefits, on the other hand, consist of education assistance, paid parental leave, telecommuting and more. Employers who succeed in keeping their employees engaged often find the right mix of both types of benefits.

What does benefit provider mean?

A benefit provider is an organization that charges premiums in exchange for health care coverage or other services. When shopping for benefit providers, businesses have several options – consult a broker, work with insurance carriers directly or join a professional employer organization (PEO) that will negotiate the contract and administer the benefits on its behalf. From the employee’s perspective, the group benefits provider is often the employer.

What are the four types of compensation?

The four types of direct compensation are hourly pay, salaries, commission and bonuses. Benefits packages fall under indirect compensation, which in some cases, is just as valuable to employees as their paychecks when they decide whether to work for an employer.

What are ERISA requirements?

The Employee Retirement Income Security Act (ERISA) requires that private industry employers who have voluntarily established retirement and group health plans perform the following:

  • Disclose important information to participants about plan features, including funding, benefits offered and plan limitations
  • File reports with the Department of Labor (DOL) and the IRS that describe coverage levels, claims procedures and plan modifications
  • Establish a grievance and appeals process for when claims are denied

Keep in mind that an employer is not required to provide retirement or group health plans.

Resources and insights

guidebook

Employee Financial Wellness Programs: Employer Guide

guidebook

Group health benefits and business insurance simplified

guidebook

Give your employees more benefits than they expect