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Ease
Backed By Ease
Platform that simplifies benefits management and enhances employee engagement.
HR & Recruitment
Overview
Ease is a benefits administration and HRIS software solution designed to streamline benefits management for brokers, employers, and employees by simplifying complex processes and reducing paperwork.
Use Cases
Simplify the enrollment process for employees.
Reduce manual paperwork and data entry.
Provide easy access to enrollment tools.
Automate benefits administration tasks.
Track employee benefits participation.
Ensure compliance with regulations.
Provide employees with self-service access to benefits information.
Improve communication around benefits offerings.
Increase employee satisfaction with the benefits program.
Automate tasks for brokers and employers.
Decrease the time spent on benefits administration.
Improve operational efficiency.
Gain visibility into benefits utilization.
Track key metrics related to benefits programs.
Make informed decisions about benefits offerings.
Product Info
Deployment Method
API-basedSaaS
Model Type
Closed SourceSupport
Pricing
Pro (Broker Plan)
$530
Up to 2,000 employees
Most Popular
Agency (Broker Plan - Most Popular)
$840
Unlimited Employees
HR Plus/Payroll Integration (Employer Add-On)
$1
PTO Management
Alternates Research On The Product
Top Features
⚡
Online Benefits Enrollment (Open Enrollment & QLEs)
🚀
Direct Carrier Feeds (EaseConnect & EaseConnect+)
💻
Employee Self-Service Portal
🤖
New Hire Onboarding (Digital Signatures, Forms)
🔄
Paid Time Off (PTO) Management
Strengths
- Extremely user-friendly and intuitive interface for both admins and employees.
- Significantly reduces paperwork and administrative time for open enrollment.
- Strong carrier connectivity (EaseConnect) automates data submission.
- Simple and clear for employees to compare benefits and make elections.
Weaknesses
- Risk of data discrepancies if the payroll sync fails (a common issue with HR systems).
- Platform is primarily designed for the US market, limiting utility for international benefits management.
- Inconsistent support response times reported by some users.
- Potential for high fees related to complex payroll/ACA add-ons.
- The core subscription cost is high and must be absorbed by the broker or passed to the client.
Reviews From The Web
Real user experiences from across different platforms
We use Ease as our benefits administration system. Employees are able to log in and make elections which then sends the enrollment info to the carrier and the deduction info to payroll. The biggest benefit is the integration, but be careful of sync issues. It's great for an employee base that uses technology easily.
D-
Director - Human Resources
2024-01-18
TrustRadius
Recommendations
Insurance brokers looking for a clean, intuitive platform to move their small to mid-market clients off paper
latform to move their small to mid-market clients off paper.
Employers who value a simple, all-in-one employee experience for benefits, HR, and onboarding
experience for benefits, HR, and onboarding.
Large enterprises with complex global benefits or highly customized HR workflows
highly customized HR workflows.
Companies that want full ownership and control of their HRIS without broker involvement
their HRIS without broker involvement.
Final Verdict
Eliminates paper enrollment, reduces administrative errors and time for both brokers and employers, provides employees with 24/7 access to benefits information, and ensures data compliance through automation and direct integrations.
Best For
- •Insurance brokers looking for a clean, intuitive platform to move their small to mid-market clients off paper.
- •Employers who value a simple, all-in-one employee experience for benefits, HR, and onboarding.
- •Organizations that rely heavily on their broker to manage HR technology and benefits compliance.
Watch Out For
- •A requirement for the employer to maintain independence from their broker regarding the HRIS data.
- •Need for deep integration with a highly customized, non-standard ERP or payroll system.
- •Risk of data discrepancies if the payroll sync fails (a common issue with HR systems).
- •Platform is primarily designed for the US market, limiting utility for international benefits management.
Platform is primarily managed by the broker, meaning the employer often doesn't 'own' the account if they switch brokers. Some users report rigidity in reporting and data export flexibility. Payroll integration quality is highly dependent on the partner and can sometimes lead to deduction sync issues. Limited customization options for specific, non-standard benefits.