1. Making flexible work, work. 

Fear of losing employees has prevented many businesses from transitioning away from remote work. But as some employers see less motivated workers, lack of engagement, and more conflict, they are focused on bringing employees back to the office. Interestingly, it’s mostly Millennials and Gen X employees who prefer to work remotely. The majority of Gen Z employees (57%) want to be in the office at least some of the time.

Take action

Encourage clients to build culture, connection, and community for once-remote employees who are (re-) entering hybrid or in-office work with these benefits:

• Offer flexible work schedules and implement creative initiatives like “Focused Fridays” that designate meeting-free days to help employees transitioning from remote to in-office work to maintain autonomy with their schedules.
  
• Offer telehealth, in-person physician appointments, or daycare services at the office so employees can manage their medical and childcare needs without missing work. Allocate time and a private in-office space for appointments to take place during the workday.
  
• Provide transportation services for medical appointments. Consider offering stipends to cover the costs of Uber, taxi, or bus services, or investing in a company-owned vehicle to transport employees to and from appointments.

2. Using human-centric benefits to help workforces thrive.

Rising health care costs will likely prompt some businesses to rely more heavily on 1099 contractors and part-time workers to reduce benefits liability in 2025. And with freelancers now comprising 38% of the U.S. workforce, there are plenty of opportunities for employers to move away from employing full-time staff.

However, such a shift comes with challenges in retention and competitive differentiation. Human-centric benefit offerings can promote engagement and counteract these obstacles. Businesses with more engaged employees are more productive, have 43% lower turnover and 81% lower absenteeism, and are 21% more profitable than those with disengaged employees.

Take Action

Help business leaders and other decision makers identify creative and meaningful benefits that align with their workforces’ needs and professional aspirations to help them retain top-tier contractors, part-time workers, and even full-time employees. To do that, help them:

• Understand their workforce population. Conduct annual health and wellness surveys to gain insights into employees’ universal needs as well as the differences between in-house and contracted employees.
  
• Customize programs for the entire workforce (including contracted and part-time employees) with benefits such as health advocate and concierge services, online tools and platforms for wellness, fitness, and nutrition offerings, and savings funds for employees to allocate their benefit spend to services they find most valuable.
  
• Offer voluntary benefits at discounted rates. The most popular include dental insurance, life insurance, and vision insurance, which are elected by more than 50% of employees. These and other supplemental benefits such as accident, disability, and critical illness can help employees minimize gaps in their health coverage.

3. Building a culture of care and safety to bring a fresh approach to employee wellness. 

Work-related stress is experienced by 77% of workers, and the majority of today’s employees value working for an organization that supports mental health. A holistic approach to employee wellbeing will combat burnout while creating a culture of care and resilience that fosters loyalty, productivity, and sustained high performance.

Take Action 

Offer ways that employers can rethink and invest in comprehensive behavioral health benefits and unique wellness programs, starting with:

• Learning about their workforce’s specific mental wellness needs. Utilize analytics platforms to understand employees’ collective levels of stress, engagement, absenteeism, and burnout, and provide opportunities for workers to submit anonymous feedback about your programs.
  
• Making sure employees are well informed about offerings. Communicate effectively with employees about the details of their benefits and program options. Baby boomers respond best to in-person or phone contact, while Gen X and Millennial generations prefer text or email. Like boomers, Gen X is also a fan of in-person contact, and this group also appreciates using video calls.
  
• Prioritizing accessibility of services for all employees through options for in-office drop-in services, online therapy, counseling, and nutrition appointments, and mindfulness and fitness apps. Provide annual allowances for employees to use towards therapy, gym memberships, and other wellness services, and offer dedicated mental health leave.

4. Asking managers to engage with teams through intentional leadership–even if that’s not a benefit offering.

Effective communication is at the core of every successful organization. Managers are expected to not only oversee tasks, but also actively engage with and provide support for their employees.

Take Action 

Employers should use a courageous, empathic approach to leadership to set the tone for a more connected workplace:

• Managers should identify their own biases, blind spots, and frustrations so they don’t perpetuate them within their teams. Train leaders in self-awareness to help promote more empathic interactions.
  
• Foster a management culture that leads with vulnerability. Encourage managers to practice intentional listening and incorporate activities like asking employees to share a couple words about how they’re feeling at the start of meetings.
  
• Managers should model healthy choices like taking breaks, setting appropriate boundaries and clear expectations, and collaborating with teammates.
  

What’s next for employee benefits in 2025

With 2025 well underway, benefits advisors can still help their clients view health care benefits as more than a transactional necessity — they are a foundational tool to build a healthier, more connected, and high-performing workforce. By putting people at the center of their strategies, organizations can rise to meet the challenges of tomorrow while empowering their teams to thrive today.

Alison Myers is Executive Vice President, Retail Benefits Division, at Venbrook Insurance Services.