Don't be surprised if your company passes some of those increases along. You might see increased co-payments for doctor visits, increased deductibles or any number of other adjustments.

It's best to focus not on the plans, but on what you need from them. If you are young, single and healthy, the best choice may be a plan with high deductibles — the amount you pay before insurance kicks in — and relatively low premiums.

Most people will have to consider more complicated questions, however. Do I expect any big expenses, such as surgery or a new baby? How about chronic medical problems, such as diabetes? How much am I willing to pay to be sure that I can go to any doctor or hospital I might need? High deductibles sound like a good idea, but can I afford them?

When you need more information, check the enrollment materials from your employer for numbers to call for advice. It is true that companies are doing what they can to shift expenses and responsibilities to workers. But it is also true that companies spend a lot of money for benefits. They want workers to come away happy with what they've got.

If your employer offers these accounts, check them out carefully. A flex account won't lower your medical costs, but it will give you a tax break, because when you put your money into the account, it disappears from your taxable income. "Anything you can do before tax is a wonderful thing," Munroe observed.

Some employers also offer flex accounts for dependent care. Let's say you have a child in day care. Pay for those services through a flex account and you won't have to pay income tax on the money.

There is a drawback: These are use-it-or-lose-it arrangements. If you don't spend the money for qualified expenses, it's gone. This year the Internal Revenue Service eased up a bit, moving the spending deadline from Dec. 31 to the following March 15, assuming an employer goes along with the change.

But the warning is the same: don't put more into your flex accounts than you are sure you can spend.

Some families may want to go beyond company-sponsored coverage. "You always want to take whatever they give you for free," said Munroe. "If you're thinking about supplementing that, you may want to price a term policy."

Independent coverage may be cheaper, and you can set a longer term than the company policy covers. In addition, a privately purchased policy will go with you if you change jobs, she pointed out.

This is a time to make sure your selection of beneficiaries is up to date. "People forget about that," she said. "Then the husband dies and his ex-wife is listed on his policy."