When the lines between work and life were more distinct, these benefits provided most of the support employees needed. Now there is a need for an expanded and holistic approach that augments traditional support with emerging benefits — supporting employees physically, emotionally, and financially.
Employers have begun offering benefits like wellness programs or on-site services that can help address stressors around work, health, family commitments,and social commitments — and in the process, they are continuing to bridge the divide between work and out-of-work life, yet further communication or regular iteration of these benefits would be beneficial for those employees who might not be aware they can access these benefits.
These emerging benefits also reflect changing norms. As younger generations delay major life changes, such as having children, and have higher expectations on what work should look like in terms of work-life balance, hours and location worked as well as personal wellness goals, employers are in a position to support these life choices.
And because everyone’s needs and lives are different, the ability to choose offerings and customise a holistic benefits package is increasingly important — in fact, 87% of employees say that the ability to customise their benefits is a must-have or nice-to-have option.
But employers may be underestimating the extent to which employees are looking for benefits that suit their unique situations and answer their personal needs, with only 73% seeing this as important to their employees.
Emerging benefits help employers create the kind of culture that demonstrates a deeper level of care for employees, communicating that their needs are valued and their employer is committed to their success outside the workplace as well as in it.
Emerging benefits are a way employers can support employees whole selves through flexible work practices that allow them to take care of themselves and their loved ones when they need to in the form of flexibile work schedules, additional paid and unpaid leave, as well as company-wide communication blackout periods for mental health.