A benefits tech stack review is one of the most important steps HR leaders can take to get ready for the future of work. What if your benefits platform crashed during open enrollment? What if employees couldn’t find the right information and missed deadlines?
Or worse, what if the tech confused them so much that they stopped using their benefits at all?
In 2026, the expectations for benefits technology are higher than ever. Employees want self-service, mobile access, and personalized recommendations. HR leaders need tools that are simple, compliant, and data-driven. They want them all without breaking the budget.
At FBC, we’ve guided many companies through reviews like this. We’ve helped them make wise choices about what to keep, what to cut, and what to upgrade. A clear-eyed review can streamline your processes. It can boost employee satisfaction and set HR teams up for long-term success.
Why a Benefits Tech Stack Review Matters
The HR technology landscape has grown rapidly in the past decade. What started as simple payroll or HRIS platforms has expanded into a wide range of tools. That growth brings opportunity—but also clutter and inefficiency.
Employees expect benefits platforms to work like the apps they use daily. They want them to be fast, mobile, and straightforward. If your tools fall short, employees notice.
At the same time, leadership wants to see the ROI on every investment. Outdated or underused tools can quickly become a drain on resources.
A structured benefits tech stack review allows HR leaders to step back and ask:
- Which systems are truly adding value?
- Where are redundancies costing us money?
- Which upgrades will make the most significant impact moving forward?
Step 1: Audit Your Current Benefits Tech Stack Tools
The first step in any review is understanding what you already have.
Assess Core Functions
Start by listing all the platforms your HR team and employees use today, including:
- Benefits enrollment software.
- HRIS and payroll systems.
- Communication platforms for sharing benefit updates.
- Compliance and reporting tools.
Map out how each tool fits into your benefits process.
Look for Redundancies
Many companies discover they’re paying for multiple systems doing the same thing. One client had both an enrollment portal and a payroll system with similar reporting. By consolidating, they saved thousands of dollars annually without losing any functionality.
Ask yourself: Are there overlapping tools? Do employees even use some of these systems?
Step 2: Decide What to Keep
Not all tech needs to be replaced. Some platforms are worth keeping if they meet these criteria:
- Strong Employee Experience: Easy to navigate, mobile-friendly, portals and apps available 24/7.
- Smooth Integration: Systems that connect well with payroll, HRIS, and compliance software.
- Reliable Analytics: Tools that provide actionable data, helping you make informed workforce decisions.
If a platform consistently delivers in these areas, it may be worth maintaining as you build around it.
Step 3: Identify What to Cut
Cutting tools can feel difficult, especially if your team has used them for years. But holding on to ineffective technology wastes money and frustrates employees.
Signs that it’s time to cut:
- Low Adoption Rates: If employees rarely use the system, it’s not delivering value.
- Duplicated Features: When multiple tools perform the same function, keep the stronger one.
- Poor Vendor Support: Outdated platforms without regular updates are a liability.
What if your voluntary benefits platform had less than 15% participation? That could be because employees find it too confusing to use.
That’s precisely what happened to one midsize company. They cut the outdated system and moved voluntary benefits into a modern, user-friendly portal. Once they did that, participation doubled within a year.
Step 4: Pinpoint What to Upgrade
Not every tool needs to be cut—some just need an upgrade.
Employee-Facing Tech
- Personalized Recommendations: AI tools that suggest benefits by life stage or need
- Mobile-Friendly Enrollment: Simple phone-based access
- 24/7 Support: Chatbots or digital help for common questions
HR-Facing Tech
- Automated Compliance Tracking: Systems that flag missing documentation or deadlines.
- Real-Time Dashboards: Data on enrollment, engagement, and ROI at your fingertips.
- Workflow Automation: Reduce repetitive manual tasks, like sending reminders or pulling reports.
Upgrades like these save time. They also show employees that your company values their experience.
Step 5: Future-Proof Your Benefits Tech Stack
It’s not enough to solve today’s problems; you must also prepare for tomorrow. A future-ready tech stack is:
- Scalable: Able to grow with your company as headcount and benefit offerings expand.
- Flexible: Easy to add new perks like wellness stipends or voluntary benefits.
- Data-Driven: Equipped to track engagement and ROI, proving value to leadership.
Think of your tech stack as an investment in retention. The better employees engage with benefits, the more loyalty and satisfaction you earn.
Building the Business Case
Even if you see the need for changes, leadership may need convincing. Here’s how to build your case:
- Show ROI: Demonstrate cost savings from cutting redundant tools or increasing efficiency.
- Highlight Engagement Gains: Share participation rates, satisfaction scores, or reduced turnover data.
- Connect to Strategy: Link upgrades to broader company goals like talent attraction.
Upgraded benefits technology can boost retention by 12%—that kind of data gets leadership’s attention quickly. Clear numbers make a powerful case for change.
Benefits Tech Stack Review: Key Points
- A benefits tech stack review helps HR leaders cut clutter, lower costs, and improve employee experience.
- Keep the tools that integrate well, provide value, and deliver strong engagement.
- Cut outdated, unused, or redundant platforms.
- Upgrade with personalization, mobile access, and automation.
- Future-proof with scalable, flexible, and data-driven systems.
- Building a clear ROI case ensures leadership support for the changes you need.
Ready to get started? At FBC, we remind clients that their tech stack isn’t just software—it’s a better employee experience and an easier job for HR. With the right review, you can step into 2026 knowing your benefits technology works with you, not against you.
