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Employee Benefits Trends for 2025: What Today’s Workforce Really Wants

March 5, 2025

Top Trends in Employee Benefits for 2025

As the workplace evolves, so do employee expectations for their benefits. While flexible work arrangements and generous PTO policies remain popular, new trends are shaping how employers attract and retain talent. Here are some of the things we are seeing employees’ value most in their benefits packages today:

Personalized Benefit Packages

A one-size-fits-all benefits package no longer meets the needs of many of today’s workforce. Employees want benefits that align with their life stages and personal circumstances. Employers can address this by offering:

  • Flexible work arrangements: Hybrid schedules, remote work options, and compressed workweeks provide employees with greater control over their time.
  • Choice-based benefits plans: A mix of traditional and emerging benefits, such as pet insurance or fertility treatment coverage, allows employees to customize their plans.
  • Lifestyle spending accounts (LSAs): Employees can allocate funds toward wellness, professional development, or home office equipment.
  • Customizable health plans: Tiered health insurance options, with add-ons like dental and vision, or other specialized care helps employees tailor coverage to their unique needs.
  • Professional development funds: Investing in career educational opportunities attracts top talent and boosts employee retention, innovation, and growth.

Increased Mental Health Support

With 82% of employees feeling at risk of burnout, mental health benefits are no longer optional—they’re essential. However, many employees are unaware of their coverage or hesitate to seek help due to stigma. Employers can improve access and awareness by:

  • Offering counseling services through Employee Assistance Programs (EAPs).
  • Providing Health Savings Accounts (HSAs) to help with therapy costs.
  • Promoting mental health awareness through workplace initiatives and open conversations.
  • Recognizing mental health awareness days and providing stress management workshops.

Financial Wellness Programs

Financial stress directly impacts workplace productivity, with about 25% of employees citing financial concerns as a workplace distraction. Employers can support financial wellbeing through:

  • Financial literacy programs: Budgeting tools, investment guidance, and retirement planning resources.
  • Retirement planning support: Workshops and access to financial advisors.
  • Emergency savings funds: Automatic savings programs or company-matched contributions to emergency funds.
  • Student loan support: Employer contributions toward loan repayment or refinancing assistance.
  • Financial wellness technology: Subscriptions to budgeting apps and investment tracking platforms.

Back to Basics: Essential Benefits Over Perks

While workplace perks like recreational rooms and free snacks are nice, employees prioritize foundational benefits. Employers should focus on:

  • Comprehensive health insurance: Robust medical, dental, and vision plans.
  • Affordable life insurance: Options that provide employees and their families with financial security.
  • Childcare assistance: Onsite daycare, childcare stipends, or backup childcare services.

Education & Technology for Benefits Awareness

The best benefits package is ineffective if employees don’t understand it. Employers should prioritize:

  • Clear communication: Regular benefits education during onboarding and open enrollment.
  • User-friendly platforms: Technology that simplifies access to benefits information.
  • Ongoing reminders: Year-round communication about available benefits and how to use them.

Workplace Flexibility

The traditional 9-to-5 office model is becoming obsolete. Employers can embrace flexibility by:

  • Offering remote and hybrid work options.
  • Implementing flexible scheduling, including flex time and compressed workweeks.
  • Considering unlimited PTO policies based on performance rather than hours worked.
  • Exploring job-sharing opportunities for employees seeking reduced hours.

Inclusive and Accommodating Benefits

A diverse workforce requires inclusive benefits that accommodate different lifestyles and needs:

  • Parental leave policies: Gender-neutral leave that supports all types of families.
  • Fertility benefits: Coverage for IVF, egg freezing, and surrogacy.
  • Culturally relevant benefits: Flexible holiday policies and diverse mental health provider options.
  • Disability support: Assistive technologies, workplace modifications, and accessible benefits communications.

Your Team’s Field of Dreams

The key to an effective benefits strategy is understanding employees’ evolving needs. By focusing on holistic wellbeing—covering physical, mental, and financial health—employers can create benefits packages that attract and retain top talent while fostering a thriving workforce. Work with your Robertson Ryan Insurance Agent to optimize your Employee Benefits plan. With guidance and options aplenty, you and your team can carve out the best perks for your company!