That’s largely a result of employee desire for the benefit, as well as employers trying to woo and retain talent, said Julie Stich, vice president of content at IFEBP. “As we continue to evaluate the ways we can support employees holistically, it’s important that we provide the tools, resources, and community they need to succeed and bring their full selves to work,” she said. That marks a rise in the benefit’s prevalence for the third consecutive year, up from 51% in 2024, 48% in 2023, and 47% in 2022. “It could be considered a benefit because it can make someone’s job easier, compared to what they may experience at another employer,” Stunes said.
Here’s how to build a future-ready benefits program that aligns with your goals, your https://bilsplit.com/what-is-strategic-human-resource-management.html people, and your budget. Or offer a menu of family-friendly perks employees can select based on their needs. That means it’s not just a money issue—it’s a mental health, productivity, and retention issue. When employees see their feedback reflected in the perks you offer, they’re more likely to engage—and more likely to stay.
A forward-looking 2026 benefits strategy — one that balances rising costs with personalization and wellbeing — can help build a stronger, more resilient workforce. As year-end approaches, it’s a good time to step back and reassess your benefits strategy. SHRM is a member-driven catalyst for creating better workplaces where people and businesses thrive together. The 2026 edition offers rich insights and tools tailored to help you benchmark, modernize, and stand out in attracting and retaining talent. In 2026, employees expect flexibility, personalization, and seamless digital experiences.
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“The Packing District is quickly becoming one of Orlando’s most dynamic business communities and the new space gives us the room and resources to continue building our team and better serve our clients for years to come.” The company said the facility will include training and event rooms intended to support hiring and internal development. Hatcher is preparing to relocate its headquarters from College Park to a 10,000-square-foot office in Orlando’s Packing District, in a building developed by Dr. Phillips Charities. Executives at Unison have said the platform is pursuing additional acquisitions and talent recruitment across its partner firms.
UnitedHealth employer plan costs driven by No Surprises Act system
To stay ahead, HR leaders are reimagining their benefits strategy with cost-efficiency and employee wellbeing in mind. This isn’t just a budgeting concern—it’s a signal that the way we approach healthcare benefits needs to evolve. Ready to transform your strategy and offer the kind of benefits your people actually want?
- That’s largely a result of employee desire for the benefit, as well as employers trying to woo and retain talent, said Julie Stich, vice president of content at IFEBP.
- About 70% of Gen Zs report developing skills to advance their careers at least once a week, compared with 59% of millennials.
- Many organizations are also expanding value-based care and virtual-first healthcare options to improve outcomes while controlling costs.
- When employees see their feedback reflected in the perks you offer, they’re more likely to engage—and more likely to stay.
- The future of employee benefits isn’t about offering more—it’s about offering smarter, more personalized, and impactful support.
- Whether through paid family leave, surrogacy coverage, or flexible dependent-care programs, these offerings strengthen loyalty and retention while promoting overall well-being.
- By offering benefits that support physical, mental, social, and financial health, companies build a resilient, high-performing workforce.
- The most forward-thinking organizations will ensure that working for them helps employees achieve not just professional goals, but their personal purpose in life.
- This year, though, wage growth is expected to meet or surpass inflation for the first time since 2020.
Beyond the traditional benefits, many companies are now offering niche perks to stay competitive and appeal to changing workforce expectations. Education-related benefits have become a powerful tool for retention and recruitment, helping employees enhance their skills while signaling an employer’s commitment to professional growth. Employers are expanding beyond traditional offerings, such as health insurance and retirement plans, to include mental health resources, flexible work arrangements, and even niche perks like pet insurance. Yes, Government Executive can email me on behalf of carefully selected companies and organizations. The rule, however, was vacated by a judge in June 2026 following a lawsuit filed by a multistate coalition, which includes…
Cloud-based systems, secure collaboration tools, and mobile HR platforms keep teams connected and informed. Hybrid work has evolved from a short-term solution into a lasting feature of the modern workplace. Whether through paid family leave, surrogacy coverage, or flexible dependent-care programs, these offerings strengthen loyalty and retention while promoting overall well-being. As these sandwich-generation pressures increase, employers are expanding family benefits beyond parental leave to include eldercare support, flexible scheduling, and resources for diverse family structures.
Those are all part of the new world of employee benefits, which has gone from a traditional industry offering the same mix of perks to one that’s constantly evolving as companies embrace unique offerings. But a growing number of companies looking to attract and retain top talent are beginning to move beyond those table-stakes benefits. A well-organized benefits strategy helps companies address these issues while providing valuable support that employees can understand and use effectively.
How many and in what year—whether it’s 2024 or 2025—we will have to see, but we are fully confident that other employers will follow suit.” Even before that announcement, many organizations were already having conversations about whether this type of shift is right for them,” said Jonathan Price, national retirement practice leader at benefits consulting firm Segal. “When pay transparency first became common, some companies put salaries with big ranges. Hawthorne agreed, saying conversations about pay transparency among organizations—even those in localities without any legislation mandating https://shu-i.info/if-you-read-one-article-about-cvs-read-this-one it—will continue in 2024.
- “Our research shows how effective benefits strategies can help organizations strike a balance between financial discipline and improving outcomes for their employees.”
- For employers, that means rethinking how benefits are designed, delivered, and experienced.
- Employees lose an average of six and a half hours a week dealing with personal issues—an invisible drain on focus and productivity that amounts to nearly a fifth of their workweek.
- Forbes contributors publish independent expert analyses and insights.
- Innovation in this space is happening at a fast rate, industry experts say, with organizations coming up with out-of-the-box perks to woo and keep talent — and often helping employees and even reinforcing their brand along the way.
- When employees see a path forward, they’re more likely to stay.
Employers are building customizable benefit packages that adapt to employees’ unique life stages, family situations, and financial goals. For employers, that means rethinking how benefits are designed, delivered, and experienced. They want personalized experiences, smarter tools, and benefits that support their whole lives.
Benefit Advisors Network (BAN) is pleased to announce that Phoenix-based Arcwood – a leading employee benefits, HR, and financial consulting firm – has been selected as the newest member. Spokane Valley, Washington-based Packard Wheeler Succession Joins the Benefit Advisors Network Benefit Advisors Network is pleased to announce that Gainesville, Virginia-based Capital Group Benefits has been admitted to its growing network of best-in-class agencies.