Benefits Management
Enrollment, tracking, and administration of employee benefits.
Overview
Benefits Management doesn't keep a separate roster of who's employed — it reads the same employee record the rest of OneMango uses. A deactivation or employment-status change, whether from the Offboarding app or a direct HR update, automatically ends enrollments on the plan's own coverage-end rule, voids future payroll deductions, and opens a COBRA eligibility record for the admin to act on. No scheduled HRIS import has to run first.
Plan setup starts with an AI parser that reads an uploaded SPD or carrier PDF and pre-fills the plan fields for review — nothing saves until HR checks it. Employees compare plans side by side during open enrollment or a life event, and HR runs ACA hour tracking, 1095-C generation, and 834 EDI carrier feeds from the same app.
Enrollments route through the approval chain you configure, with escalation when an approver goes quiet, and every election, change and termination is written to a per-employee benefits history. Wellness programs run alongside the plan menu, tracking participation and points, and COBRA is handled as a household — each qualified beneficiary holds independent election rights, with notices, election deadlines and premium payments tracked per person.
Run open enrollment, qualifying life events, COBRA, and ACA reporting from one app, with AI plan setup from carrier documents and 834 EDI carrier feeds.
Highlights
Capabilities
Plan Setup & AI Document Parsing
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AI document parser — upload a plan PDF, DOCX, or image and auto-fill the plan fields
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Three ways to price a plan: one price for everyone, a price per person covered (optionally by age), or a price per coverage level
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Per-tier cost fields: employee, employer, dependent, spouse, child, and family monthly cost
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Per-plan eligibility rules (hours/week, tenure, employment type, location, role)
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Plan documents library with SBC attachment and enrollment guide
Enrollment & Open Enrollment
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Named enrollment periods (open enrollment, new-hire, QLE) with configurable effective-date rules
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Side-by-side plan comparison for employees
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Per-person cost breakdown for plans priced per person covered, and one rate per coverage level for plans priced by level
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Optional approval routing (everyone, by department, or by plan category) with SLA and auto-escalation
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Passive re-enrollment and election rollover between enrollment periods
Qualifying Life Events & Dependents
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Employee-submitted life events (marriage, birth, adoption, divorce, loss of coverage, death)
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Per-event documentation requirement and enrollment window, opening a special enrollment period on approval, with optional auto-approval for the event types you choose (none by default)
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HR review queue for pending qualifying events
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Dependent management with verification workflow (pending / verified / rejected) and document upload
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Beneficiary designation per enrollment, plus dependent aging-out alerts at a configurable age limit
COBRA Administration
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Participant lifecycle (eligible → notice sent → enrolled → terminated)
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Automatic COBRA eligibility detection from offboarding
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Notice generation with PDF download
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Payment schedule generation and payment recording
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Grace-period and overdue payment tracking
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Administrative fee surcharge clamped to the federal 0–2% cap
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Per-participant audit log with CSV/PDF export and expiring-soon alerts
Wellness Programs
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Wellness programs with activities and participation tracking
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Employee self-registration and completion marking
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Points and incentive tracking with a per-user summary
ACA & Carrier Compliance
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ACA hours tracking per employee per month with full-time detection
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ACA affordability by the rate-of-pay safe harbor
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1095-C employee form generation (PDF, per tax year, with bulk zip download)
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1094-C transmittal form generation
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Carrier connections that send an X12 834 enrollment file, transmitted on demand over SFTP
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Carrier transmission log with success rate
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Compliance notices per plan (Medicare Part D, Women's Health, Exchange)
Reporting, Payroll & AI Assistant
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Enrollment, cost, compliance, and census reports with on-screen views and CSV/PDF export
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Carrier-ready census export with reorderable columns
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Payroll deduction export with pre-/post-tax treatment per category
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Scheduled reports (daily, weekly, monthly) with auto-calculated next run
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Pension / retirement contribution records with year-to-date summary
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Benefits Agent in Ask AI (view coverage, compare plans, list dependents, say which carrier is behind each plan and issues its ID card, and enroll in or waive a plan once you confirm)
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Push notifications to the mobile app for benefits notices Sent when your organization's mobile app push notifications are on.
Limits & Specs
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AI document parse file-size limit: 20 MB
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Supported parse formats: PDF, DOCX, PNG, JPEG, WebP
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Plan categories: medical, dental, vision, retirement, FSA, HSA, life, disability, supplemental, other
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Pricing models: One price for everyone, a price per person covered (optionally by age), a price per coverage level
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ACA lookback history: Up to 24 months per employee
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Export formats: CSV and PDF (Excel for payroll deductions)
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Pricing: License required — part of the HR Operations suite, or licensed on its own
Screenshots
Use cases
Resources
FAQ
Employees can compare plans side by side (while the plan comparison setting is on), with costs and coverage levels, including a per-person cost breakdown for plans priced per person covered (a plan priced per coverage level shows the one rate for the level chosen). To enroll during an open enrollment, new-hire or life-event window, they open a plan's details and press Enroll. Admins can optionally require approval before an election takes effect.
Plans cover medical, dental, vision, retirement, FSA, HSA, life, disability, supplemental, and other categories. Each plan is priced one of three ways: one price for everyone, a price per person covered (employee, spouse and children each priced separately, optionally by age), or a price per coverage level (employee only, employee + spouse, employee + children, family).
Common events include marriage, birth, adoption, divorce, loss of other coverage, and death. Each event type has its own enrollment window (30 days from the event date for most, 60 for loss of coverage) and documentation requirement. No event type is approved without review unless you choose it; approval opens a special enrollment period. New enrollments otherwise require an open period, and admins can allow mid-year coverage-level changes through a setting.
Yes. COBRA administration covers the full lifecycle — eligibility (auto-detected from offboarding), notice generation and PDF download, payment schedules, grace-period and overdue tracking, the federal administrative-fee surcharge, and a per-participant audit log you can export.
Benefits Management tracks ACA hours per employee per month, detects full-time status, and generates 1095-C employee forms and the 1094-C transmittal as downloadable PDFs (with bulk zip download). It does not e-file directly to the IRS (AIR) — download the forms and file through your provider.
Yes. Configure carrier connections that send an X12 834 enrollment file, map your plans, and send a transmission over SFTP with one click from the connection page. Each transmission is logged with a rolling success rate. Direct API carrier connections and automatic scheduled transmission aren't available yet.
Upload a plan document — PDF, DOCX, or an image (PNG, JPEG, WebP) up to 20 MB — and the parser extracts text (with a vision fallback for scanned files) and returns suggested values for the plan name, category, provider, coverage type, and monthly cost tiers. You review and adjust the suggestions before saving.
Benefits Management requires a license and is disabled by default until an administrator enables it for your business from the Apps Marketplace. It is part of the HR Operations suite and can also be licensed on its own.
