⋅ X min read
Table of contents
In 2025, leading organisations are moving beyond trendy perks and towards global strategies that combine personalisation, compliance, and long-term value.
Based on industry research and insights from Ben’s global client base, here are five high-impact benefits that the most forward-thinking companies are investing in this year - plus practical ways to implement them across distributed teams.
1. Personalised, Tiered Benefits Budgets for Global Teams
In a world of multi-generational, multi-geography workforces, a one-size-fits-all approach to benefits simply doesn’t work. That’s why more organisations are adopting flexible benefits wallets - tailored by region, tenure, or employee life stage.
87% of employers globally are prioritising personalised benefits experiences to improve retention and engagement, according to Mercer’s 2024 Global Talent Trends Report.
How to implement it:
With a platform like Ben, you can create country-specific budgets for employees to spend on what matters most to them—be it gym memberships in Germany, fertility support in the UK, or eldercare in Japan.
📚 Explore more: How to Localise Benefits for a Global Workforce
2. Comprehensive Health & Risk Protection, Not Just Mental Health
While mental wellbeing remains crucial, enterprise HR leaders in 2025 are taking a total health approach—combining mental, physical, and financial protection into a single, global strategy.
Only 30% of multinational employers provide consistent mental health coverage across markets (Aon Global Wellbeing Survey 2024). Gaps in private medical insurance (PMI), critical illness cover, and life assurance are a growing concern—especially in emerging markets.
How to implement it:
Audit your current policies by region, then identify local gaps. With Ben’s marketplace, you can plug those gaps quickly - whether it’s digital mental health care in LATAM or healthcare in India. Importantly, Ben helps you deliver compliant, equitable benefits across all regions.
💡 Tip: Make sure your EAP, health insurance, and mental health tools are accessible globally - not just HQ-centric.
3. Equipping Distributed Teams for Productivity & Compliance
Working from home is no longer a trend—it’s infrastructure. In 2025, companies are taking a more structured approach to remote work enablement by offering regulated stipends, ergonomic support, and access to professional co-working environments.
According to Remote’s 2024 Distributed Work Benchmark: 61% of global organisations now offer location-specific remote work allowances to ensure compliance and equity.
How to implement it:
Move beyond ad-hoc WFH stipends. Instead, offer:
- A location-adjusted equipment budget (e.g. €500–€1000)
- A monthly coworking stipend (especially important in cities with limited home space)
- A central policy for tax and compliance in each country
With Ben, you can manage all of this in one platform—ensuring cost control, global consistency, and a frictionless employee experience.
4. Scalable Private Pensions & Long-Term Financial Benefits
In 2025, enterprise leaders are increasingly focused on long-term financial resilience as part of the total rewards package. This means enhanced pension contributions, life insurance, and global income protection policies are back at the top of the priority list.
A recent WTW Global Benefits Survey (2025) shows: 52% of multinational companies are enhancing retirement and insurance offerings to increase retention and appeal to senior talent.
How to implement it:
- Offer above-statutory pension contributions (e.g. 10% employer match)
- Include optional salary sacrifice schemes for high earners
- Roll out global life and income protection policies via consolidated providers in the Ben marketplace
Frame pensions and insurance as part of your EVP for mid-career and senior staff. It shows long-term commitment—and builds trust.
📚 Explore more: 5 Tips to Make Your Benefits More Inclusive
5. Mobility, Flexibility & “Work-From-Anywhere” Compliance
Forget “flexible working” as a vague promise. Today’s employees expect real location freedom—but delivering that safely and compliantly is where most companies fall short.
Deel’s 2024 Global Hiring Report found: 78% of companies reported an increase in employee demand for “work-from-anywhere” policies—but only 32% had formal processes to support them.
How to implement it:
- Create a “work-from-anywhere” policy that outlines duration, tax thresholds, and legal implications
- Offer temporary mobility perks like “work from abroad for 30 days” schemes
- Ensure employment status, data protection, and local employment law compliance with help from your global benefits partner
Ben works seamlessly with global EORs and HRIS tools to help manage these mobility programmes without putting your business at risk.
In 2025, the enterprise benefits landscape is defined by global scalability, personalisation, and real impact. Leading organisations are:
- Investing in long-term financial wellbeing
- Prioritising healthcare access across regions
- Equipping distributed teams for compliance and performance
With Ben, you can design and deliver a modern benefits programme that does all of this—without the administrative overhead.