Q4 is here. Is your benefits program ready?

Every Q4 we see the same pattern: employers who were fine all year suddenly have five things happening at once — open enrollment, ACA prep, FSA deadlines, CalSavers, and a renewal offer sitting on someone's desk. Most of it is manageable if you start early. Here's what needs to happen before December 31.

1. 1

   Lock in your open enrollment window

   Most calendar-year plans run open enrollment October through November. If you haven't set dates and communicated them to employees, do it this week. Late starts create rushed decisions and enrollment errors.

2. 2

   Get your renewal rates now, not in November

   Ask your broker for your renewal rates 90 days before your plan anniversary. If they can't get them, push harder. Waiting until November leaves no time to run alternatives.

3. 3

   Run an affordability calculation

   For ALEs (50+ FTEs), the 2026 ACA affordability threshold is 9.96% of household income. Make sure your lowest-cost self-only plan clears this bar before you finalize contributions.

4. 4

   Communicate FSA deadlines before employees forget

   Health FSA funds are use-it-or-lose-it. The 2026 limit is $3,400. If your plan has a grace period or carryover ($680 max), communicate the deadline clearly. Most employees won't check their balance until January — when it's too late.

5. 5

   Confirm HSA contribution room

   2026 HSA limits are $4,400 (self-only) and $8,750 (family). Employees who haven't maxed out can still contribute through December 31. Worth a reminder email.

6. 6

   Verify your SDI rate updated to 1.3%

   California's SDI withholding rate increased from 1.2% to 1.3% on January 1, 2026. If your payroll provider didn't update automatically, you may have been under-withholding all year.

7. 7

   Check your CalSavers status

   As of January 1, 2026, the CalSavers mandate covers every California employer with at least one W-2 employee. If you offer a 401(k), file your exemption at employer.calsavers.com. If you don't, register now. Penalties start at $250 per employee.

8. 8

   Pull your enrollment roster and cross-check carrier invoices

   Billing discrepancies compound over a plan year. A quick audit now is easier than untangling a 12-month error in January.

9. 9

   Confirm COBRA notices went out for all qualifying events

   Terminated employees, employees losing eligibility, and dependents losing coverage all trigger COBRA. Notices must go out within 14 days. Cal-COBRA covers groups with 2–19 employees.

10. 10

    Book a second-opinion call before you renew

    If you're getting a renewal offer from your current broker, don't sign before getting an outside read. We offer free 30-minute year-end reviews for California employers. No obligation, just a clear read on whether you're well-positioned.