Beyond Health Insurance: What Employees Want from Their Benefits Now

Offering health insurance is still foundational, but for many employees, it’s no longer enough to differentiate one employer from another. Increasingly, employees view benefits as a reflection of how well employers understand and support their day-to-day challenges, from healthcare affordability to caregiving responsibilities and work-life balance.

According to KFF, 60% of U.S. residents under age 65 had employer-sponsored health insurance in 2025, and the expiration of expanded ACA subsidies makes employer-sponsored coverage even more important for many workers. However, employers that want to remain competitive may need to think beyond traditional health insurance offerings. Here’s a look at some of the most desired employee benefits now.

Weight Loss Drug Coverage

Among U.S. adults age 20 or older, 41.9% are considered obese, according to the CDC. Obesity is linked to other serious chronic diseases, and many people experiencing obesity also have high blood pressure or diabetes.

Losing weight is a struggle, but GLP-1 weight loss drugs like Ozempic have proven to be an effective method. Although some employers have balked at the cost, coverage for weight loss drugs is a hugely popular benefit. In fact, a survey from 9amHealth found that 67% of people say they would be likely or very likely to stay at a job they didn’t like just to maintain access to coverage, while 20% say they would be likely or very likely to consider switching jobs in order to obtain coverage.

Mental Health Benefits

Around one in five U.S. adults lives with a mental illness, according to the National Institute of Mental Health. Even more people may experience stress, grief and other concerns that could benefit from mental health support.

More and more, employees expect their employers to help.

According to a survey from Business Solver, 90% of workers say it’s important for mental health benefits to be offered at enrollment, 89% say Employee Assistance Programs (EAPs) are important, and 89% say access to online mental health resources or clinics is important. However, actual utilization of these benefits tends to be low. This may be, at least in part, because employees are unaware of what’s offered. Only 58% of employees say their company offers mental health programs or benefits, compared to 70% of CEOs.

Fertility, Childcare, and Family Planning Benefits

Fertility and family planning coverage has emerged as a hot benefit in recent years. Although these benefits won’t appeal to all workers, for the workers who are interested, these perks can be extremely compelling.

Childcare can be prohibitively expensive for parents. The Center for American Progress says approximately 134,000 families are pushed into poverty each year over costs. In some cases, parents may leave the workforce because childcare is simply too expensive. By offering childcare benefits, employers can help workers while boosting retention.

Fertility treatments are also often prohibitively expensive without coverage. GoodRx says a single cycle of in vitro fertilization can cost $15,000 to $30,000. USA Today says some workers are job hopping to secure fertility benefits.

Work-Life Balance

It can be hard to achieve work-life balance when you have to spend eight to nine hours a day in an office, five days a week, especially if you have long commutes that take up even more of your time. Many workers are asking for benefits and perks that support better work-life balance.

• Remote Work. A FlexJobs survey found that 96% of workers want remote or hybrid work options. During the COVID-19 pandemic, many employers introduced these options, but in the years since, some employers have been demanding a return to the office, causing friction between workers and employers.
• Flexible Schedules. A strict 9-to-5 schedule doesn’t always make sense, and it can make life difficult for people with other obligations like transporting children to school or childcare. According to Zoom, 70% of survey respondents say they would consider leaving their current job for a more flexible working environment.
• Four-Day Workweeks. The five-day workweek is often heralded as a victory for worker rights, but now many workers are eyeing a four-day workweek. According to the American Psychological Association, only 22% of survey respondents say their employer offers a four-day workweek, while 80% of respondents say they would be happier and just as effective working four days a week.

Customizing Benefits to Your Workforce

Keeping up with benefits trends can help employers remain competitive, but the most effective benefits strategies are tailored to the needs of a specific workforce. While some employees may prioritize HSAs and retirement plans, others may value mental health benefits, family planning benefits or flexible work arrangements.

By offering customizable and voluntary benefits, employers can build programs that support recruitment, retention, engagement and employee well-being across a diverse workforce.

Heffernan Insurance Brokers helps employers design employee benefits strategies that align with workforce needs, organizational goals and compliance requirements. Learn more.