Today’s employees, especially those who are early into careers, are looking for employers to help support them beyond saving for retirement and the basics. They want assistance saving for health care, retirement as well as emergencies and lifestyle choices.

If their current employer does not measure up, they are willing to find one that does. One survey shows a link between financial wellness and retention and reports nearly 7 in 10 employees are more likely to stay with their current employer if they offer financial wellness benefits.

Here are five ways employers can contribute to their employees’ health and financial wellbeing and the benefits these programs can provide for employers and employees alike.

1. Health Savings Accounts

Since their launch more than 20 years ago, HSAs have become widely known for the triple tax advantages: Contributions are made with pre-tax dollars, the money saved grows tax free and withdrawals are not taxed if used for IRS-approved expenses. HSAs, paired with high deductible health plans (HDHPs), save for current medical expenses and future retirement needs.

In addition to their role in recruiting and retaining talent, HSAs have additional benefits for employers. The High Deductible Health Plan (HDHP) that HSAs are paired with come with lower premiums than traditional health insurance and the employer can invest the savings back into the business or make matching contributions to employee HSAs. Employer matching contributions are tax-deductible as a business expense and can lower payroll costs because the money contributed is not subject to income, Social Security, Medicare and unemployment taxes. So, the more employees who have HSAs and make HSA contributions, the lower your payroll taxes and the greater your income tax and FICA tax savings.

2. Health Reimbursement Arrangements

Health Reimbursement Arrangements, or HRAs, are a way for employers to help offset their employees’ health care expenses while gaining tax advantages. They differ from HSAs in that they don’t have to be paired with an HDHP. Rather, employers fund accounts and employees can spend the money on out-of-pocket medical expenses. If offered in a post deductible, or limited purpose basis, they can work in conjunction with an HSA.

Employer contributions to HRAs that meet IRS rules are 100% tax deductible to the employer and tax-free to the employee. When an employer augments a benefits package with an HRA, it sends a strong message to employees that their employer cares about their health and well-being, and it helps employers attract and retain staff.

3. Flexible Spending Accounts

Similar to HSAs, Flexible Spending Accounts (FSAs) are funded through pretax paycheck deductions but usually without an employer match. Unlike an HSA where unused funds rollover and grow for the future, generally FSA funds do have to be used in the plan year or grace period. Additionally, FSAs can be paired with any health insurance plan. Just like HRAs, if offered on a limited purpose or post deductible manner, FSAs can be used together with an HSA, which is a smart way to maximize savings on health care expenses.

Employees do not have to pay federal or FICA taxes on the money they put into their accounts, and many state taxes are also exempt. Employers also benefit through lower payroll taxes.

Related: HSA providers on high alert: Sophisticated attacks target billions in savings

4. Emergency Savings Accounts

A majority of Americans are aware of how important it is to prepare for the unexpected, with 57% of respondents in recent survey from Webster Bank saying that saving for emergencies is a top financial priority. Nearly 3 in 10 say they do not have an emergency fund, and 2 in 3 feel they are not saving enough for retirement and cannot save as they should.

Employers can start their workers on the path to saving through an Emergency Savings Account (ESA), an employee-owned bank account specifically meant for unplanned expenses or financial emergencies that can be integrated with payroll deductions.

ESAs can be launched at any time throughout the year and offer flexibility and easy administration for employers. Employers can offer it to all U.S. employers (not just benefit eligible), present the benefit to only certain employee segments, and even craft different incentive plans for various employee populations at key milestones or times of year.

5. Lifestyle Spending Accounts

Lifestyle Spending Accounts (LSAs) are post-tax reimbursement accounts employers fund to cover a wide variety of non-traditional benefit plan expenses that aren’t covered by insurance, from ergonomic home office equipment and gym memberships to mental health counseling and elder care.

LSAs give employers an opportunity to improve relationships with employees, promote healthy workplaces and play a role in encouraging employees to maintain healthy, active lifestyles. They also give employees a sense of control over how they manage their own health and wellness.

For the employer, LSAs can represent a business expense tax deduction, and it increases compensation without increasing base pay. Unlike health savings or flexible spending accounts, the IRS does not regulate them. The amount an employee withdraws, however, is subject to federal and state income taxes.

Today’s workplace is changing and evolving. Younger workers’ expectations are different from their parents’ and even mid-career employees.

A well-planned combination of benefits can save employers money while creating benefits packages that are key to recruiting and retaining employees giving the employer an advantage in the marketplace for talent.

One thing employers can do is establish a relationship with a benefits account administrator that is proactive and engaged in your business and can offer a mix of solutions so that you can focus on your bottom line.