The top 5 benefits employees demanded in 2025
During these uncertain times, more needs to be done to find a tailored solution for employee benefits that is different to the bog standard one-size-fits-all approach.
In fact, according to research from Zest, 55% of employees thought that their workplace benefits package is inadequate, and 70% confirmed that they wanted their company to invest more in improving its employee benefits.
Just over half (55%) said the package impacts their morale at work. It’s no wonder employees are starting to demand more as part of their overall package.
Here are the top five benefits employees have been asking for over the past 12 months.
1. Private medical insurance – 25%
With 7.6 million people on the NHS waiting list, it’s no surprise that private medical insurance ranks highly in the benefits most offered by employers. And with 3.19 million of those patients waiting more than 18 weeks, offering PMI ensures employees get fast access to treatment and the specialist support they need.
It helps employees feel supported, valued, and protected, whether they’re dealing with minor check-ups or something more serious. And what’s more, cover also extends to family.
With wellbeing front and centre, PMI is a must-have in your benefits toolkit.
2. Increased pension contributions – 24%
Increased pension contributions is always likely to rank highly when it comes to popularity among employees.
Recently, increased contributions are quietly becoming one of the most powerful ways HR teams can show long-term care for their people.
It’s not just about retirement, but reassurance. By increasing employer contributions, a clear message can be sent: "We’re invested in you, not just while you’re here, but long after."
The best part is that it’s a benefit that grows over time. For HR, it’s a strategic move that boosts retention, supports financial wellbeing, and builds trust in a way few other benefits can.
And while some employees may prefer to live in the moment rather than save for a rainy day, it’s also key that employers educate colleagues on the importance of their fund.
3. Hybrid working – 22%
The flexible, modern way to blend the buzz of the office with the comfort of an employee’s home, hybrid working. It’s about balance, autonomy, and making work work for you.
Hybrid working gives employees the freedom to choose where they work best, without missing out on team vibes and productivity, and it’s becoming ever-so-popular among employers across the globe.
It supports HR teams in attracting top talent, boosting engagement, and supporting diverse working styles, all while keeping productivity on point.
4. Unlimited paid time off – 21%
When implemented thoughtfully, unlimited time off can be a powerful tool for attracting and retaining top talent, while fostering a culture that leans on trust.
By going above and beyond the bog-standard approach to annual leave, employers provide a freedom for employees to manage their own time off, allowing them to find a perfect balance for their workload and wellbeing. It can often encourage a results-driven culture, and help reduce admin as there is no need to track annual leave allowance or carryover.
Employees who are provided with as much holiday as they want can often feel guilty, however, or unsure about taking too much leave, which can lead to burnout and inconsistency.
Overall, unlimited annual leave isn’t a magic fix - but with the right culture, communication and leadership, it can be a meaningful part of a modern, people-first benefits strategy.
5. Wellbeing allowance to spend on what you choose – 17%
Although it is down 3% from last year, every now and then, it’s important to look after number one. That’s why 17% of employees are now requesting a wellbeing allowance from their employers.
Whether it’s to be used on a relaxing spa day, a trip to an unexplored country or simply covering the cost of the bedside tables that give your new bedroom a little bit of colour, having a little treat once in a while without having to pay for it yourself can certainly put a smile on your face.
While some employers may see it as an extra expense, a wellbeing fund is a great way to improve employee satisfaction, motivation, and ultimately improve talen attraction and retention.
Zest’s latest employee benefits report, is available here.
Supplied by REBA Associate Member, Epassi UK
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