5 Employee Benefits to Watch in 2025, According to Experts

Originally written by Kathryn Mayer | Published January 13, 2025

📖 Source: SHRM.org

In 2025, employee benefits are expanding beyond the basics—reflecting a growing focus on holistic wellness, flexibility, and personalized support. As workplace needs evolve, organizations are reassessing how to better attract and retain talent while supporting employees in all areas of their lives.

Here are five workplace benefits experts say will define the year ahead.

1. Menopause Support is Breaking the Silence

For the first time, menopause-specific support appeared in SHRM’s annual Employee Benefits Survey in 2024, highlighting a major cultural shift in how health and wellness are addressed at work. While only 17% of employers currently offer support like education and counseling, that number is expected to grow.

Employee demand is a driving force—according to a Bank of America report, 64% of working women in menopause age have asked for workplace support or accommodations. Experts note that revisiting leave policies and wellness offerings to include menopause care creates a more inclusive environment and supports retention, especially among women and caregivers.

2. Paid Leave Programs Are Expanding

Forward-thinking employers are broadening their leave policies to cover a wider range of life events, including caregiving, bereavement, and expanded parental leave.

Companies like Starbucks and Citi have led this trend, recognizing that personalized leave not only supports employee wellness but also contributes to long-term productivity and engagement.

Offering robust paid leave is now viewed as a strategic investment rather than a cost.

3. Student Loan and Financial Wellness Support Is on the Rise

Financial stress remains a top concern for employees, and support for student loan repayment continues to grow. According to the International Foundation of Employee Benefit Plans (IFEBP), the number of employers offering repayment assistance more than tripled from 2019 to 2024.

New legislation—such as the SECURE 2.0 Act—has also introduced 401(k) matches on student loan payments, making it easier for employees to tackle debt and save for the future at the same time.

Financial well-being is increasingly seen as a core pillar of overall employee health, with companies offering counseling, planning tools, and educational resources.

4. Lifestyle Spending Accounts Are Gaining Popularity

Lifestyle and wellness spending accounts offer employees flexible reimbursements for health and wellness purchases—such as fitness classes, therapy sessions, or wellness tools and subscriptions.

These customizable benefits allow employees to tailor their well-being in ways that work for them, and they’re simple for employers to administer.

Employers report that lifestyle spending accounts increase morale, engagement, and appreciation for the overall benefits program, driving strong ROI and uptake across industries.

5. Mental Health Benefits Continue to Evolve

Burnout, anxiety, and stress remain widespread in the workplace, and mental health support continues to be a top priority. Employers are now offering:

• On-demand access to therapists

• Mental wellness apps

• Dedicated mental health days

• More inclusive and culturally competent care options

Experts emphasize that mental health support shouldn’t be one-size-fits-all. Employers are encouraged to evaluate their current offerings, gather employee feedback, and align benefits to meet actual needs. Doing so improves both satisfaction and long-term retention.

Final Thoughts

2025 is bringing a more intentional and inclusive approach to employee benefits. From menopause support to student loan aid and mental health care, the focus is clear: personalized, holistic programs that reflect the reality of today’s workforce. Companies that lead with empathy and flexibility will be better positioned to engage and retain top talent in the years ahead.

Written by Kathryn Mayer | Originally published on January 13, 2025📖 Full article available on SHRM.org