Employee Benefits

Open Enrollment is officially behind you—and that alone deserves a celebration. But once the dust settles, January becomes one of the most important months for setting your benefits plan (and your employees) up for success. Whether you’re a growing Colorado business or an established employer refining your processes, the steps you take now can make…

Keeping up with employee benefits has never been simple—especially with the growing list of acronyms that shape compliance and administration. As 2026 approaches, Colorado employers are navigating evolving regulations under ERISA, COBRA, ACA, FMLA, HIPAA, and more. At Conexus, we help businesses cut through the noise so you can stay compliant, protect your people, and

The Fourth Quarter Squeeze For many employers, fourth quarter means renewal season — and another round of sticker shock when reviewing employee benefits costs. According to the 2025 KFF Employer Health Benefits Survey, the average annual premium for employer-sponsored family coverage rose to $26,993, a 6% increase over last year. Employers cite higher medical inflation,

A detailed breakdown for HR and benefits administrators When Colorado’s Paid Family and Medical Leave Insurance (FAMLI) program officially went live, employers across the state faced new questions about how this state-mandated benefit interacts with existing coverage—particularly workers’ compensation, disability insurance, and group health benefits. Now, with 2026 just ahead and a full year of

Open enrollment season is one of the most important times of the year for Colorado employers and their employees. It’s an opportunity for your team to review employee benefits, make informed choices, and ensure coverage that supports their health, finances, and well-being for the year ahead. For employers, it’s also a chance to strengthen workplace

Why This Question Matters for Colorado Employers Offering employee benefits is one of the largest investments a Colorado business can make in its workforce. Health insurance, retirement plans, and supplemental benefits all represent significant costs—but they’re also meant to be valuable tools for recruitment, retention, and employee well-being. But here’s the problem: if your employees