Why 2026 is the year employers must do more for their people
This year shouldn’t just be about future-proofing your company benefits strategy; it should be about prioritising the need to fix a damaging disconnect that has been seen across different industries.
Even though benefits are continuing to grow in importance for employees, there is still a disconnect between what workers want, and what’s actually on offer.
Listening to the demands of your employees, is key for the months ahead.
Vital component
Employee benefits continue to be a vital component of a company’s proposition when it comes to recruitment. A good benefits package can be the difference between attracting and retaining, best-in-class talent or narrowly missing out to a competitor.
Despite just over three-quarters (77%) of HR leaders saying their business has increased investment into health and wellbeing benefits, less than a quarter (24%) of employees feel their wellbeing is being taken seriously at work.
Understanding complex employee needs, implementing the right support to meet those needs, and then delivering on this effectively is no small feat.
Half (49%) of HR leaders say employee needs are becoming more diverse as different generations enter the workplace. That’s why tailored solutions are so important.
Competition for talent has never been stronger
Employees have a world of choice at their fingertips, and are now actively seeking employers who can prioritise their own needs through tailored and personalised benefit selections that genuinely improve their lives.
If your company isn’t keeping pace with these expectations, then it risks losing top performers to companies that do.
The latest benefit trends, and benefits being demanded by employees, is information that is key to all of this.
Outdated benefits send the wrong message. In contrast, a modern, personalised benefits strategy signals care and commitment, helping to build a culture that attracts talent and fuels growth. In 2026, doing nothing is the most expensive decision you can make.
Employee engagement also drives business success. When people feel supported and valued, they’re more productive, more innovative and more loyal.
Why employers must do more for their people
January is nearly over, and while most of us have set personal resolutions, HR teams have their own list to tackle.
Flexibility, wellbeing and personalisation are in. Employees expect more than a paycheck. They want support, flexibility, and benefits that make a difference. With wellbeing challenges, rising living costs, and diverse workforce needs, employers can’t afford to stick with outdated benefits.
Doing more this year means:
- Prioritising holistic wellbeing: Mental health, physical health, and financial wellbeing aren’t optional extras - they’re essential for productivity and retention.
- Personalisation is key: Employees want choices that fit their lifestyle, whether that’s gym memberships, mindfulness apps, or childcare support.
- Building a culture of care: Benefits are a statement about company values. Employers need to show employees they’re invested in their happiness and success.
Supplied by REBA Associate Member, Epassi UK
Creating a fitter, happier and more productive workforce now, and for future generations.
