7 Ways to Improve the Benefits Experience for Your Employees

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Today, more than two-thirds of employees (67%) are concerned about losing the value of their savings due to inflation or other market forces. While inflation has eased over the past two years, the overall economic outlook remains uncertain . As the workforce contends with a softening labor market and shifting policy trends, the need for stable benefits and resources from employers has perhaps never been greater. Strong benefits options can provide much-needed stability for workers, ensuring that they can afford medical care, improve health outcomes, and increase productivity regardless of market fluctuations.

Benefits offerings have transformed dramatically in recent years, as employees increasingly prioritize hybrid work arrangements, financial well-being, workplace equity, and holistic wellness. As workforce expectations grow, employers have had to find innovative ways to hire, retain, and invest in top talent — though many companies have struggled to keep pace with rising demand.

For example, employee mental health has come into focus, driven in part by the psychological impacts and economic and societal uncertainty, as well as by the growing accessibility of virtual psychiatric care. However, as of 2023, only 43% of employees say their companies offer health coverage for mental health, while only 29% offer employee assistance programs (EAPs), and just 15% say their companies offer mental health days. With nearly one in four U.S. adults estimated to be living with mental illness today — including 36% of those aged 18-25 — it’s clear that more is needed from employers to support their teams.

In addition to providing meaningful coverage to employees, it’s also important that companies ensure their employees are able to easily access their benefits and understand their coverage options. Benefits enrollment and onboarding are vital processes that ensure that employees have the coverage they need for themselves and their families.

New research from isolved? found that benefits can be a source of anxiety for many employees when they are difficult to access, set up, or understand, with nearly three in four (72%) saying benefits selection is stressful. Most concerning is that half of employees (50%) would look for a new job opportunity because of a negative benefits experience, identifying the following as the most stressful elements of the benefits election process:

• Insufficient or unclear information
• Difficulty comparing plan options
• Limited time to review options
• Substantial increases in costs
• Lack of clarity around the process

“Open enrollment is more than just selecting benefits; it’s an opportunity to demonstrate to employees that their well-being is a top priority,” said Celia Fleischaker, Chief Marketing Officer for isolved. “By focusing on clear communication, proactive education, and responsive support, organizations can help ensure that every employee feels informed, empowered, and valued during this critical period. This commitment to a seamless benefits experience can have a lasting impact on both retention and overall employee satisfaction.”

Looking ahead, it’s difficult to know what the future will hold when it comes to both broader economic trends and personal financial security. To meaningfully support their teams through uncertain times, HR leaders must focus not only on providing quality benefits, but creating processes that are transparent, accessible, and supportive.

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