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.
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.
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.
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.
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.
Reduce the burden of complex HR administration beyond just benefits with a range of outsourcing options.
Get help with decision support tools so your employees can make well-informed decisions and become more engaged with their benefits.
Cover the details
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:
Mutual of Omaha
New York Life
1Integrations may vary by solution.
How ADP works with others like you
Benefits are one of our top pushes to bring top talent into our organization. Just having the capability to push out notifications, online open enrollment, easy access to documents ... We are a very lean team, and [with ADP] we're able to wrap our arms around being true HR professionals.
ADP listens to me, and what our business needs ... we rely upon each other and we can count on each other and that's what's important to GCA.
VP Compensation and Benefits
GCA Services Group, Inc.
When I realized we needed to prepare and remit Forms 1094-C and 1095-C for the first time last year, I started to panic. ADP had been handling our payroll for the past eight years so it was a no-brainer to have them help with ACA compliance … it really took a load off my shoulders — and the process was seamless.
Rhonda S. Gearlds,
Corporate Compensation and Benefits Administrator
Sumitomo Electric Wiring Systems
Awards and recognition
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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.
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.
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.
The Employee Retirement Income Security Act (ERISA) requires that private industry employers who have voluntarily established retirement and group health plans perform the following:
Keep in mind that an employer is not required to provide retirement or group health plans.
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