There are dozens of trend reports right now shared across the benefits space. We have highlighted the trends in compliance and plan design ourselves, as well as what employers need to focus on to stay ahead of expectations. But all these reports don’t always cover what employees want right now. What are they looking for when selecting benefits for the year, or even selecting a new job?
It’s easy to lose sight of the employee point of view when you’re focused on the budget. But you have to keep an eye on what employees value, understand, and use.
The answer isn’t entirely flattering. NFP’s benefits trend report found that less than one-third of employees fully use their supplemental benefits, and 13% forget they have them at all. That’s an awareness failure, not a coverage one. You can build a strong package and still watch it go to waste if your people don’t know it’s there or can’t see how it fits their lives.
So as 2027 planning begins, it’s worth flipping the script. What’s resonating with your workforce, how are their expectations shifting, and where is the value going?
What’s most popular
Your employees want benefits that reflect their whole lives. The offerings gaining the most traction in 2026 cluster around a few themes. Mental health support, which has moved from a nice-to-have to a core expectation; financial wellness, from student loan help to emergency savings tools; and flexibility in where and when people work. Personalization ties it all together. One-size-fits-all packages are increasingly criticized as losing relevancy, while employees respond to benefits that meet them at their life stage (think a new parent, a caregiver, or someone nearing retirement.)
How are plans shifting
The biggest shift is away from a fixed menu and toward choice. Leading employers are building customizable packages and using data to tailor things to different segments of their workforce. AI can power some of this through recommendations or automating enrollment. Voluntary and lifestyle benefits are also expanding, giving employees more ways to round out their coverage. Remember that voluntary benefits have their own challenges, so be mindful as you layer these into packages.
What’s underused and what to do about it
When benefits go underused, it’s because employees don’t understand them, forget they exist, or can’t easily access them. Employers consistently overestimate how clear their communication is. Closing that gap requires better signposting like year-round communication, plain-language explanations, and a deeper look at your utilization data.
The best way to find out whether your employees have what they need is to ask them. Surveys are great, but make sure you do more than satisfaction scores. Ask about unmet needs, financial stress, and caregiving burdens. And when they notice their feedback reflected in what you offer, they’ll engage more and, ideally, stay longer.
Read for even more on employee trends.
