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By bringing the full benefits ecosystem together in one place, employers can help people see what is available, act at the right time and get more value from the benefits investment already being made.

How have priorities changed or employees this year?

Salary sacrifice is designed to improve employees’ financial wellbeing, yet the language surrounding it often has the opposite effect. Only with clear communication can employers realise the true value of these benefits.

Employees have always wanted to get more out of the benefits their employers offer. 

Supporting employees’ mental and physical wellbeing has been at the forefront of people strategies for years. But more recently, support initiatives have expanded to include financial wellbeing too.

2026 is shaping up to be a year of tough choices for employers.

Offering the basics is no longer cutting it with employees. They expect real value benefits that make a difference to their lives.

Employee benefits only create value when they strike a chord with the people they are designed for. Yet, in many organisations, there’s still a disconnect.

Employers who take proactive steps to help their people navigate financial strain will be best positioned to build a motivated, resilient workforce.

For some the festive season is more about increased spending that it is about sitting back and relaxing.

For decades, industries like retail, hospitality and healthcare have operated under a shared assumption that employee benefits are a luxury reserved for high-margin sectors. But that assumption is now being dismantled, says Benifex’s chief innovation officer Gethin Nadin.

The effects of the rising cost of doing business on employers are having an impact, so what is the actual value of the median pay increase for employees?

Zest takes a look at the future of workplace benefits and what trends we will see in 2025.

A culture of reciprocal appreciation can be key to making employees feel noticed and positively affecting their everyday experience.