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When employees talk about benefits, they don’t just mean health insurance—though that remains the number one factor in job satisfaction and retention. Today’s workforce views benefits as part of a total compensation package: salary, insurance, retirement, wellness support and more. That shift matters, especially for small and mid-sized businesses competing with larger employers.
If you haven’t reviewed your benefits offerings recently, you may already be falling behind. But here’s the good news: You don’t have to wait. Whether you're ready to switch to a certified PEO like Axcet HR Solutions or simply want to offer more support within your existing setup, 2025 benefits trends reveal practical ways to act now.
Recent reports reveal that employees in every sector are redefining what it means to feel valued at work. Employees are no longer just comparing salaries—they’re comparing total compensation. Here’s what employees want now:
Rising premiums and high out-of-pocket costs have made affordability a top concern. Employees expect access to multiple plan options, preventive care and virtual services like telemedicine.
Expanded access to teletherapy, mental health days and app-based support are increasingly common. Mental health is now seen as essential to retention and productivity—not a nice-to-have. In fact, BusinessSolver found that 90% of employees indicated having mental health benefits available at enrollment was important. Further, 89% said Employee Assistance Programs mattered.
RELATED: Transforming Mental Health in the Workplace >>
Resources and benefits for menopause, fertility treatments and family caregiving are becoming expected, particularly for mid-career professionals and caregivers. While only 17% of employers offer menopause-related support, 65% of working women within menopause age indicated a desire for this employee benefit, including accommodations and support.
RELATED: Menopause in the Workplace - The Hidden Challenge Facing Millions >>
Traditional benefits like health insurance, FSAs, and HSAs cover many essential needs—but they come with limits. Today’s employees expect more flexibility, especially when it comes to supporting their well-being.
Lifestyle Spending Accounts (LSAs) are employer-funded accounts that let employees choose how to spend their benefit dollars on a wide range of wellness-related expenses. Unlike FSAs and HSAs, LSAs are fully customizable and don’t require a qualifying medical expense.
That flexibility matters. One employee may want a gym membership or new running shoes, while another prefers financial planning tools, mental health app subscriptions, or caregiving support. Some may even use LSA funds for remote work upgrades or professional development.
For employers, LSAs offer competitive differentiation, help attract and retain top talent, and provide cost control—since you only pay for what employees actually use. They also simplify benefits administration by centralizing a variety of wellness offerings into one flexible solution.
By offering LSAs, you empower employees to prioritize what matters most to them, on their terms.
More employers are offering student loan repayment programs and tools that help employees manage debt, save and plan for the future—including 401(k) matches on student loan payments.
Employees are drawn to benefits like early access to earned wages or payroll-integrated savings tools that provide immediate financial support.
RELATED: Earned Wage Access - Revolutionize Your Payroll >>
Paid parental leave, bereavement leave, and leave policies that support diverse family structures are trending upward.
Employees want professional development, certifications, and clear career paths. Benefits that support growth are becoming essential.
Whether through flexible schedules, stipends for home office setup or digital collaboration tools, benefits that support flexible work models are still in demand.
Small businesses that partner with Axcet don’t have to piece together these benefits from multiple vendors. As a certified PEO, Axcet offers:
And you don’t need to wait for your annual renewal date. You can make the switch to Axcet mid-year! There’s no disruption to employee coverage, and our experts handle every step of the transition—seamlessly and in full compliance.
You don’t have to change providers to start improving employee satisfaction. Even small adjustments can make a big impact when they align with current workforce priorities. Consider incorporating a few of these high-impact, low- or no-cost ideas:
These updates don’t require a full benefits overhaul—but they do show your employees you’re listening and evolving.
The job market may be shifting, but one thing is clear: Benefits matter. If you’re struggling to attract or retain talent, your benefits package may be the missing piece.
Partnering with a certified PEO like Axcet gives you access to Fortune 500-level employee benefits, expert administration and ease to make the switch mid-year, without a lot of hassle.
Get a custom quote today and find out what’s possible. Because when it comes to your team’s well-being, waiting shouldn’t be the strategy. Schedule a free consultation >>
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