Employee Benefits | Rethinking What Modern Benefits Mean
You may feel that your benefits offerings are up to date—but your employees might disagree.
Nearly 3 in 4 employees say they struggle to afford anything beyond basic living expenses.
As day-to-day living costs increase and personal responsibilities grow, the gap between what companies offer and what employees need is becoming more visible. Only 35 percent of employers believe their benefits address day-to-day financial stress.
Focus on What’s Happening Now
Your employees aren’t just thinking about retirement or health coverage. They’re worried about today—covering rent, paying for groceries, and getting through the week without added stress. And while well-being is a common priority in HR conversations, employees may not feel that’s reflected in the support they’re actually offered.
Benefits that address these immediate concerns—like emergency savings programs, financial coaching, or even flexible workweeks—are increasingly seen as meaningful indicators of whether an employer understands its workforce.
Reassess and Realign
Now is the time to take stock. What you offer—and how you communicate it—matters more than ever.
This isn’t about overhauling everything at once. It’s about closing the gap between intent and impact. Consider how you can build more flexibility into your offerings, introduce options that support budgeting or financial literacy, or add benefits that reflect the realities of your employees’ lives outside the office.
Make Support Personal and Practical
Personalization doesn’t require massive change. It starts with listening. When employees can choose benefits that reflect their situation, it signals that your organization sees them as humans—not just employees.
The outcome? A workplace culture that feels relevant, modern, and grounded in real-world needs. Meeting employees where they are today sets the tone for the kind of engagement and trust that attracts and retains top talent.
Originally featured in UBA’s May 2025 HR Elements Newsletter.
