The need for added health benefits such as these is ever steadily increasing, with more than 40% of employees saying they would sacrifice pay for more comprehensive health benefits. Forward-thinking organizations are proactively approaching this growing need by integrating behavioral health resources into their benefits offerings. These include:

●     Employee assistance programs
●     Subsidized therapy access
●     Digital mental health apps

Additionally, employers are promoting emotional wellness by normalizing mental health days, offering stress management workshops and training managers to recognize the signs of burnout.

These days, employees expect more than a health plan that meets the basics. Behavioral health benefits address burnout and can improve retention. When prioritizing mental health and wellness, workers build the life skills needed to cope with overwhelming stressors.

2. Child care support

However, you can take charge by offering several child care benefits options. For example, flexible spending accounts for subsidized dependent care can offset some of the employees' monthly expenses. Another option could be to partner with local day care providers or offer an on-site service.

Additionally, many employees may have children receiving education at home, while many others may require educational accommodations that require additional parental support, placing further demands on their time and attention. For these parents, you could also provide stipends to accommodate lesson planning and supervision. Based on the company’s budget, goals and workers’ needs, you can choose the level of involvement that supports their professional and personal lives.

3. Hybrid schedules

Hybrid work schedules appeal to many workers, especially those with children. Close to 55% of employees prefer three days of telecommuting per week. Hybrid workplaces have become popular since the pandemic. Since then, many organizations have integrated this option into their work-schedule model as they saw the benefits it added to their operations.

Many found hybrid schedules offered better work-life balance and increased productivity immensely. For workers with kids, this provides the breathing room to manage school drop-offs, attend doctor appointments and tackle household chores during breaks.

Hybrid arrangements also reduce commute times, freeing up time for employees to use for family or self-care. Allowing workers to tailor their schedules helps you achieve higher engagement and job satisfaction. With clear guidelines and support systems in place, these arrangements can improve employee wellbeing, which is what makes them a win-win for employers and workers.

4. Women’s health

To attract and retain top talent, your company must offer benefits supporting women’s life stages. For example, nearly 7 in 10 women who give birth also have jobs. For these employees, pregnancy and postpartum care often come with increased health care needs.

Frequent visits to an OB-GYN and potential emergency room visits during pregnancy can drive health care costs. Employers must extend benefits to working mothers or those planning to start a family to address these issues.

Expanding health plans can be an excellent way to provide maternity care coverage, such as access to prenatal specialists and extended postpartum care. Additional benefits like paid maternity leave, lactation support and telehealth options for routine OB-GYN visits can also reduce stress. Simultaneously, these options cut down on costly medical care for pregnant employees.

It is also imperative to address broader women’s health needs with benefits such as fertility support, endometriosis care and gynecological health screenings. These offerings support women at every stage of their health journey and create a supportive work environment.

Related: Caring for caregivers: Tips for supporting working parents

5. Financial planning

Financial stress is a common concern among employees, affecting their personal lives and disrupting their workflow. The pressure to make ends meet is often a source of anxiety. With 78% of employees agreeing that their annual income is insufficient to cover expenses during inflation, this stressful situation leads to decreased focus and more burnout.

You can assist your employees by offering financial planning assistance in their benefits package. These programs include access to financial advisers, budgeting workshops and debt management tools. Employer-sponsored retirement plans with matching contributions are also valuable for building long-term financial security.

In addition to retirement planning, you could offer benefits like emergency savings programs or tuition reimbursement for employees looking to increase their earning potential. These resources can alleviate financial stress while helping employees control their financial future.

Support Employees to Strengthen Your Organization

Family-centric benefits have proven to be essential tools for improving employee morale and wellbeing. They meet workers where they are, helping them deal with life’s stressors.

When investing in these areas, you can create a workplace where people feel valued and supported. Workers will also be ready to tackle any life challenge that comes their way. When you care for your employees, they care for your business.