Employee benefits trends for 2025: The future of employee benefits

The current landscape of employee benefits has expanded significantly in recent years. SHRM's latest Employee Benefits Survey reveals a 23% increase in available benefits over just two years, rising from 175 options in 2022 to 216 in 2024. This growth extends well beyond traditional offerings of healthcare, retirement plans and paid time off to include more specialised options such as menopause support and grandparent leave, both appearing in the 2024 survey for the first time. 

The shift represents a fundamental change in how organisations approach benefits strategy. Rather than the historical one-size-fits-all model, employers are now embracing a more tailored approach driven by competitive differentiation. With core benefits like healthcare coverage provided by 97% of organisations becoming standard, companies are using niche offerings to stand out in a competitive talent market. However, this creates new challenges as employers must balance cost considerations with employee appeal whilst navigating an increasingly complex decision-making process. 

Personalisation and flexible benefits platforms 

The one-size-fits-all approach, especially across large organisation, is no longer suitable as a Gen Z employee starting their career may require different support to a senior manager. Modern flexible benefits platforms are leveraging advanced technology to offer employees meaningful choice and customisation in their benefits packages. Personalised employee benefits platforms offer flexibility and customisation capabilities, and when combined with AI, can meet the needs of more employees, more quickly. 

Technology integration and AI-powered benefits administration 

AI-driven platforms can provide personalised benefits recommendations, whilst companies are now using AI-driven platforms to personalise their benefits offerings, so they align with their employees' individual needs and preferences. This technology enables organisations to streamline enrolment processes and provide analytics on benefits utilisation. Spotting drops in engagement or a lack of engagement with certain benefits can then help your organisation make changes. 

Mental health and holistic wellbeing support 

Mental health support has evolved beyond traditional Employee Assistance Programmes, with organisations expanding their offerings to meet growing demand. Employers are expanding their mental health offerings beyond Employee Assistance Programs (EAPs) to include comprehensive mental health coverage in insurance plans, access to therapists and counsellors through digital platforms, and regular mental health workshops and training. The delivery of EAPs has also changed as our latest report details: 

• Online counselling is the dominant channel with 58.9% utilising 
• Face to face counselling up from 16.1% to 39% of sessions 

Financial wellness and cost-of-living support 

With economic pressures continuing to impact employees, financial wellness programmes have become essential rather than optional. Organisations are recognising that financial stress significantly affects productivity, engagement, and retention, leading to expanded support that goes beyond traditional retirement planning. Features like Early Pay allow you access to pay you have already earned for any emergencies that arrive. 

Hybrid work support and remote-first benefits 

The permanent shift towards hybrid and remote working has created new benefits requirements that extend beyond traditional office-based support. Employers are prioritising flexible work schedules (40%) across all company sizes, but this flexibility requires corresponding benefits adaptations. Remote-first benefits now include home office setup allowances, technology stipends, co-working space memberships, and enhanced digital wellness programmes. 

At Access, supplying over 2,000 organisations internationally with employee benefits, we’ve picked up a number of emerging trends from our clients of all shapes, sizes and industries. 

We’ve found bespoke branding around benefits to be emerging as a key trend as employers look to put their stamp on their employee benefits. 

Bespoke branding allows employers to create a brand that speaks uniquely to their employees where a corporate customer-facing brand might not be appropriate. 

Often employers want something more fun and free-flowing to improve employee engagement. 

TFG London (fashion retail group with 4,000+ employees across brands including Phase Eight, Whistles, Hobbs, and White Stuff) partnered with Access People to consolidate their employee benefits offering into a single platform. Following employee feedback requesting better visibility and accessibility of benefits, they implemented Access's employee benefits platform alongside their existing HR and payroll systems. The results were immediate: 150 daily logins from launch, over 1,000 instant discount clicks in the first month, and employees saving over £1,000 through the platform. The integrated approach eliminated multiple systems whilst providing targeted benefits based on employee eligibility. 

Employers will increasingly utilise employee discounts, more empathetic employee benefits communications and employee benefits platforms as company intranets to support staff with rising costs in 2025. 

Supporting employees with their financial wellbeing in general has appeared as an emerging trend among the organisations we work with who are looking to make the most of things like salary sacrifice to help employees save and manage their finances. Salary sacrifice is more in the spotlight than ever with the rise in National Insurance Contributions (NICs), as employees and employers can make significant savings with higher engagement. Check out our NI Report for more information and real-world examples of savings of companies with 1000+ employees, across various salary sacrifice schemes. 

The employee benefits technology trends we believe will shape 2025 include: 

• AI-powered benefits administration 
• Flexible benefits platforms 
• Integration with wider HR systems 
• Easily accessible technology for remote employees 
• More personalised employee benefits experiences 

We see 2025 as a year where artificial intelligence and automation will fundamentally transform how benefits are managed and delivered. AI and automation are expected to play a significant role in benefits administration, with 75% of surveyed workers already using AI in the workplace in 2024. Additionally, 42% of enterprise-scale organisations (over 1,000 employees) now have AI actively in use in their businesses. This technology could help streamline enrolment processes, provide personalised benefit recommendations, and reduce administrative burden on HR teams. 

Flexible Benefits technology adoption continues to accelerate as organisations recognise the need to offer employees greater choice and customisation. According to Paychex's 2025 Priorities for Business Leaders survey, employers are prioritising increased pay (49%), improved benefits (41%), and flexible work schedules (40%) across all company sizes. Flexible benefits platforms allow employers to differentiate themselves whilst meeting diverse employee needs across different demographics and life stages. 

Integration with wider HR processes remains essential as technology advances and HR teams seek to reduce administrative tasks. Employers increasingly expect their employee benefits platform to seamlessly connect with their broader HR technology ecosystem, enabling data sharing and process automation that frees up valuable time for strategic initiatives. 

Easily accessible technology for remote and hybrid workers continues to be crucial in 2025, with employees expecting to access and manage their benefits anytime, anywhere, on any device. This includes mobile-optimised platforms, dedicated apps, and integration with other workplace systems such as annual leave booking and payroll reporting. 

Finally, personalised employee experiences remain a key driver, with technology enabling more tailored benefits recommendations based on individual circumstances, usage patterns, and preferences. This personalisation helps ensure benefits packages deliver genuine value to diverse employee populations whilst maximising engagement and utilisation rates. 

How should you interpret these employee benefits trends? 

Perhaps the biggest takeaway from what’s to come in 2025 is that getting reward and benefits right will be crucial in tackling some of HR’s biggest priorities going forward. 

The right employee benefits package can be hugely valuable on top of your overall pay and compensation package for employees. You can demonstrate the full range of your benefits and pay in our employee benefits platform.

So, can you offer the employee benefits mentioned here to your employees? What about flexible benefits? What benefit schemes can you provide that can help your business follow these emerging benefits trends? 

For more information, browse our range of employee benefit schemes or take a look at what our flexible benefits technology can do to help your business deliver the right benefits to your employees easily and effectively.