Key trends from 2024:

• Foundational benefits dominated: Rising costs shifted budgets toward essential benefits like pensions and healthcare, but holistic wellbeing strategies are critical for long-term sustainability.
• Complex global benefits demanded smarter solutions: Employers leant on unified platforms to simplify the management of diverse, regionally tailored benefits across borders.
• Engagement remained a struggle: Low appreciation of benefits calls for flexible options, targeted communication, and platforms that meet employees where they are.
• ESG was the missed opportunity: Companies must align benefits with their values, moving beyond token efforts to embrace socially and environmentally conscious strategies.

What employers must do in 2025:

• Leverage technology: Use AI and advanced platforms to unify benefits, personalise offerings, and engage employees at scale.
• Embed choice and flexibility: Provide benefits that empower employees to tailor their packages to their needs, from family planning to sustainability initiatives.
• Close the ESG gap: Align benefits with company values to attract a values-driven workforce and create meaningful impact.
• Maximise value from existing benefits: Optimise current offerings through targeted communication and smarter utilisation strategies.

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