Benefits administration

Benefits administration made for you and your employees.

Benefits administration services that are flexible, simple and engaging

Your employee benefits are one of the most important ways you can attract and retain talent to drive your company forward. But benefits shouldn't be complicated to manage.

Get strategic expertise and a flexible benefits administration solution, so you can manage everything you offer in one integrated platform — on desktop or mobile.

ADP® Benefits: Moments That Matter

See how ADP® can help you balance the costs and complexities of benefits administration.

See our benefits administration capabilities

Simplify the benefits experience

We make it easy for your employees to use our mobile app or our website to manage their benefits. They can quickly and easily manage annual enrollment, life events, benefits and the benefits needs of their dependents.

Technology integration

Connect to the systems you already use. Seamlessly integrate with ADP’s platform or connect with other leading payroll, HR and financial systems that are the best fit for your company — including most ERPs — to increase efficiency, accuracy and security.

Data tools

Powerful analytics tools help you see where engagement opportunities exist and how you benchmark to others — so that you can make well-informed, strategic decisions. We also give your employees tools and calculators to help make plan choices that fit their lifestyles.

Strategic advisory services

When you’re looking for recommendations about what to offer your employees, how to drive increased engagement or how benefits can do more to help you attract and retain the talent you need, our team can help gather data about your employees’ preferences and provide you with insight into employee behavior and the right benefits choices that match.

HR outsourcing

Reduce the burden of complex HR administration beyond just benefits with a range of outsourcing options.

Decision support

Get help with decision support tools so your employees can make well-informed decisions and become more engaged with their benefits.

One ADP® health care client prepared for a 15,000-employee increase with a limited staff of only two full-time employees.

One ADP® health care client prepared for a 15,000-employee increase with a limited staff of only two full-time employees, with the help of ADP’s HR outsourcing services.

Cover the details

Benefits administration is more than the mix you offer and the experience you create. It’s also about the details. We’ve got more to offer:

  • Expert Support — A dedicated help desk, expert benefits professionals and specialized annual enrollment support are just a few of the ways we have your back
  • Compliance — Compliance, whether it’s in accordance with constantly changing local, state or federal laws, is something everyone wants to maintain. ADP can help you stay on top of ACA, leaves of absence and more
  • Dependent verification — A team of professionals performs a rigorous audit that can determine if you are paying for dependents who are not entitled to receive healthcare coverage
  • Print and fulfillment — Let ADP handle design, data management, print-on-demand capabilities and mailing services on your behalf
  • Employee communication services — Work with ADP to design and execute comprehensive communications programs for your employee benefits

In one year, an ADP® client saved $6M using our dependent verification and auditing services.

Save time, minimize errors through integrations with top carriers

ADP’s HCM solutions seamlessly integrates with top benefit carriers, streamlining 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 up to date across multiple systems. This helps reduce the risk of human data entry error and saves valuable hours of time.

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




Lincoln Financial

Mutual of Omaha

New York Life





1Integrations may vary by solution.

How ADP works with others like you

Awards and recognition

NelsonHall Recognizes ADP® as a Leader in Benefit Administration


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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


Employee Financial Wellness Programs: Employer Guide


Group health benefits and business insurance simplified


Give your employees more benefits than they expect