Top employee benefits that help you win the best talent

Today’s candidates expect strong benefits, and they’re willing to walk away without them. A 2024 Voya Financial survey found that nearly 3 in 4 employed Americans would accept a job with a slightly lower salary if it offered better health care and medical coverage, including lower premiums and out-of-pocket costs.

But it’s not just about offering the basics. As hiring trends evolve and new generations enter the workforce, the benefits that matter most are changing too. Companies that understand and adapt to these expectations will have the edge.

Here’s what’s trending for 2025—and why it matters.

What are the most common benefits?

For top talent, a robust benefits package can be the deciding factor not only in accepting a job offer but also in committing to a company long-term.

Ultimately, employers must recognise that when it comes to attracting and retaining qualified candidates, it’s no longer just about the paycheck. It’s about supporting overall job satisfaction by creating a sense of security, well-being, and a positive employee experience—both inside and outside of the workplace.

Historically, some of the most common benefits offered by employers include: 

• Health insurance: Coverage for medical, dental, and other health expenses.
  

• Retirement plans: Employer-sponsored plans such as 401(k) and pension plans help employees save for retirement.
  

• Paid time off: This includes vacation days, sick days, and personal days.
  

• Life and disability insurance: Coverage in the event of an employee's death or disability.

• Bonus and other profit-sharing plans: Additional compensation in the form of cash or stock
  

• Professional development opportunities: Employers may offer training, tuition reimbursement, and other opportunities for employees to advance their careers.

Benefit packages often vary depending on the company, location, industry, and other factors, but the list above includes some of the most common benefits we've seen offered.

Top employee benefits trends to watch in 2025

Forecasting the types of benefits that will continue to be valued is a tricky endeavour, as so many variables are at play. From the state of the economy to global conflicts, the job market, and the ongoing effects of the COVID-19 pandemic, many factors can influence what benefits will be in demand for 2025.

However, by paying close attention to current trends and changes in employee expectations, we can make educated guesses about what benefits will be at the forefront. 

Some examples include:

Remote work

With all the changes the pandemic brought to the labour market, a sizeable portion of the global workforce has embraced remote work options—and many are determined to maintain them.

This new way of working has become increasingly common, and for many employees, it’s a make-or-break factor when considering job opportunities. In fact, research from Qualtrics showed that 35% of workers would consider leaving their jobs if required to return to the office full-time.

Offering adaptable, hybrid work models or flexible hours empowers employees to choose where and how they work. This flexibility plays a crucial role in maintaining employee satisfaction and supporting long-term commitment to their roles.

Mental-health support

Mental health support—or the lack of it—has become a growing concern for many employees, and the COVID-19 pandemic pushed this issue to the forefront.

Abrupt workplace changes, including enforced remote work options, blurred boundaries between personal and professional lives, and widespread uncertainty about the future, pushed employees to their limits.

A report titled Mental Health at Work in 2020 by BITC in partnership with Bupa found that 41% of employees experienced mental health symptoms related to work, with more than half citing work-related pressure as a key contributor.

Providing mental health benefits is not only a moral and ethical responsibility—it’s also a strategic move that supports employee wellness programs and reduces the risk of burnout and turnover. These issues can be costly for any business and significantly impact long-term success.

Access to cutting-edge technology

Access to digital tools and technologies in a business has become a major deciding factor for job-seekers, especially Millenial and Gen Z candidates who are natives of technology. Businesses are being called to update their technological stacks to keep up with the wave of digitalisation happening around the world so that workers can do their jobs in a better, faster and more collaborative way.

According to a Qualtrics research, employees are 230% more engaged and 85% more likely to stay for more than three years in an organisation if they feel supported by good office technology. Only 30% of employees believe that their company’s technology is exceeding expectations.

Some of the ways that technology can positively impact the workplace include:

Improved communication and collaboration

For geographically dispersed employees/ and remote teams (something that is becoming increasingly common), having access to the right tools can make a major difference when communicating and bringing people together.

Whether employees are working together from different teams or different cities, messaging apps like Slack and Microsoft Teams are popular amongst companies of all sizes for collaborating, aligning ideas and managing projects and individual tasks.

For example, apart from chat and messaging functions, Microsoft Teams can be integrated with other Microsoft tools and products to help everyone work from a central communication app. It also allows audio calling and has a meeting scheduling function directly linked to Outlook.

Tracking and productivity

With teams scattered worldwide, tracking and managing tasks can be a complex process. Project management tools such as Trello, Asana and Monday.com have been successfully utilised by businesses to keep team members on the same page as they collaborate on multiple projects and manage different schedules.

Access to training and development tools

One of the most profound impacts of technological advancement is how accessible it has become for people to learn new skills and continuously develop their abilities.

Training software and platforms like Cypher Learning, TalentLMS, and Docebo are just a few examples of tech-driven resources supporting continuous learning and professional growth through upskilling and personal development programmes.

LinkedIn’s 2018 Workplace Learning Report revealed that 94% of employees would stay longer at companies that invest in their careers. As competition intensifies, organisations that promote a culture of lifelong learning and provide access to these tools will be better positioned to retain top talent, strengthen their talent pipeline, and attract qualified candidates.

Workplace flexibility

As the name of the concept states, it’s all about balancing your work while having flexibility with your personal life: there’s no need to sacrifice your relations, your body and your happiness to reach a goal in your job. But this is a new way of thinking, especially for workers.

In early 2002, a survey conducted by TrueCareers stated that 70% of employees felt they didn’t have a healthy balance between their personal and work lives.

As this concept grows in popularity, employees seek job opportunities that offer a flexible schedule, manageable workload, favourable company culture and paid time off. In fact, a study by Aviva revealed that since the pandemic, workers are more attracted to a job position for the work-life balance (41%) than the salary (36%).

Here are some ways to implement flexibility in the workplace:

Provide different types of flexible work arrangements

Even though the word flexibility can be misleading, being flexible doesn't necessarily mean a total lack of structure. That being said, offering freedom to the employee to pick the best type of arrangement offered for him/her (time, days off, remote work) can be a great way to keep employees happy and committed while also leaving them the decision to use the flexibility benefit the best way.

Establish clear pathways for communication

To avoid burnout and to minimise the chances of employees  (especially remote employees) feeling as if they are unable mentally disengage from work once the day ends, it is important to clearly communicate arrangements surrounding personal time off, daily rest periods, career breaks, employee assistance programs and much more. 

Ensuring these are well-structured and that employees feel comfortable approaching their managers with any questions regarding these arrangements can help to create a safe space for employees to take advantage of these benefits. 

Seek to understand your employees

People have different needs and personalities, and these often determine how they prefer to work.

Some employees feel most invigorated when working in the evenings; others may prefer to work in sprints, while some may choose to start their days at the crack of dawn. Understanding and being aware of these preferences can be a game-changer in improving team morale and employee motivation.

For many employees, having the freedom to create their own schedules and having employers that respect and trust in them to do so can truly make a difference in creating healthy workplace culture for employees to thrive. 

Don't forget to evaluate performance

At the end of the day, performance, production and the quality of the job done are still the main things that teams are trying to achieve.

Evaluating employee turnover rates, cost savings, satisfaction and other factors are extremely important to measure the success of workplace flexibility arrangements and make any necessary changes to continuously improve. 

Financial wellness programs

Financial uncertainty can adversely affect workers' well-being, productivity and mental health.

Innovative research on the topic conducted by TalentLMS, Tapcheck and Enrich revealed that money issues could affect generations differently. According to the report, 66% of Millennials, 59% of Gen Z, and 47% of Gen X employees who have struggled with their finances have seen it take its toll on their mental health. 

This is one of the reasons why Financial Wellness programs are highly valued by the workforce, with 68% of employees attesting that they are more likely to stay at their jobs if such programs are offered.

Source: Canva

So, why do benefits matter?

Source: Canva

In today's job market, opportunities are endless for top talent, which makes sense why they would be selective about where they work.

According to research from the U.S. Chamber of Commerce, since July 2021, 4 million people have changed jobs each month, and 32% of them did so due to better pay and benefits.

Here are a few reasons why benefits matter when hiring top talent:

Attraction: A strong benefits package is a major part of the appeal when offering a new position to a candidate.  When weighing their options, candidates tend to value 60% more when the position comes with good benefits, according to a Glassdoor survey.

Retention: Benefits such as health insurance, retirement plans, and paid time off can help retain and increase employee morale by providing them with the security and support they need. Long-term benefits can and will always be a factor when considering changing jobs. A satisfaction survey conducted by Willis Tower Watson showed that up to 78% of workers are more likely to stay at their jobs if they feel their benefits package is competitive. 

Employee engagement and satisfaction: Benefits such as flexible schedules, professional development opportunities, and other perks can improve employee engagement and satisfaction, which in turn can lead to higher productivity and better overall performance. Research conducted by Rogers Gray showed that more than 40% of employees say that companies become more attractive if their benefits packages are tailored for them.

Cost-effective: Investing in benefits can be cost-effective in the long run as it can help companies reduce turnover. That is indeed a major win for organisations, especially considering the cost of replacing exiting employees, which varies according to their levels.

• Entry-level: Can cost 30 to 50 per cent of their annual salary to replace.
• Middle-level: Can cost 150 per cent of their annual salary to replace
• High-level: Can cost up to 400 per cent of their annual salary to replace

On top of this, what it takes to kickstart the hiring process and onboard new employees can also be a major time investment for the people involved, including HR personnel and hiring managers.

Source: Canva

How to attract and retain the post-pandemic worker

The COVID-19 pandemic has changed how we work and has significantly impacted the job market. As a result, companies will need to adapt their recruitment and retention strategies for post-pandemic workers.

Flexible work schedules and the possibility to work from anywhere are highly regarded by today's workforce. According to a survey of the Pew Research Center, 61% of employees work from home because they want to, even if their employers have an established physical office.

By offering a combination of flexibility, health and safety measures, mental health support, digitalisation, career development opportunities, and comprehensive benefits packages, companies can successfully attract and retain post-pandemic workers.

Manage your workforce with ease with Airswift's Employer of Record services

There’s a good forecast for business in the next few years. With the world economy stabilising after a turbulent period, companies are again looking to grow. In the meantime, while expanding internationally, organisations must look out for different work cultures, and adapt to distinctive legislations and labour laws. 

When setting up an entity, odds are that your company will have to go through a lot to manage employees' salaries, benefits, leaves and more. We can act as an Employer of Record (EoR) and take care of all administrative responsibilities such as onboarding, payroll, creating a competitive benefits package and tax management.

With Airswift’s help, you can save up time and focus on growing your business. 

Contact us to learn more about our workforce solutions.