Employee benefits in 2025: are you meeting every generation's needs?

Imagine a workplace where a 22-year-old graduate collaborates daily with a 70-year-old industry veteran. Sounds rare? It's not. 64% of HR leaders now manage up to five generations at once1- each with unique priorities when it comes to benefits and wellbeing.

With a workforce this diverse, a one-size-fits-all approach simply doesn't cut it. Some employees want fast digital access to health support, while others prioritise comprehensive healthcare and retirement planning. The challenge? Designing benefits that work for everyone.

Let's break down what really matters to each generation - and how businesses can offer smarter, more inclusive benefits in 2025.

The generational landscape

The UK workforce is evolving. According to the Office for National Statistics (ONS):

?? The number of workers aged 65+ has increased by 11% since 20222.

???? Young adults aged 18-24 now make up around 12% of the workforce3.

?? A CIPD survey found that 72% of HR teams oversee at least four generations at once?.

Each generation brings unique strengths, challenges, and expectations. The key to effective benefits? Understanding what truly matters to them.

What matters to each generation?

?? Silent Generation (1928-1945)

Now in their 70s to 90s, this group represents a small but highly experienced cohort. They value:

• Comprehensive health coverage with predictable benefits
• Retirement planning support
• Opportunities to mentor younger colleagues

?? Key takeaway: Stability is everything. Healthcare and retirement security are essential.

Baby Boomers (Born 1946-1964)

Many Baby Boomers are delaying retirement but need extra support to stay healthy and engaged at work. They value:

• Comprehensive health assessments and screenings
• Fast access to specialists when health issues arise
• Support managing long-term conditions
• Musculoskeletal care for those aches and pains?

?? Key takeaway: Keep Baby Boomers healthy, supported, and engaged by prioritising health and retirement readiness.

Gen X (Born 1965-1980)

Many Gen Xers juggle their careers, raising children, and caring for ageing parents - the "sandwich generation". Their priorities include:

• Family health coverage (for both children and elderly parents)
• Preventative care to maintain long-term health
• Stress management and mental wellbeing resources
• Digital health tools that save time in their busy schedules?

?? Key takeaway: Flexibility and financial security help retain Gen X employees balancing multiple responsibilities.

Millennials (Born 1981-1996)

Now the largest workforce group, Millennials expect more than just a paycheck - they want benefits that support both their career and personal wellbeing:

• Mental health support, including therapy and counselling services
• Work-life balance resources
• Personalised wellbeing education
• Digital-first healthcare that fits their tech-savvy lifestyle?

?? Key takeaway: Flexible benefits that support career growth, wellbeing, and family life matter most to Millennials.

Gen Z (Born 1997-2012)

Born into economic uncertainty, Gen Z employees expect benefits that support both their financial and mental wellbeing:

• Instant access to health services via apps and virtual platforms
• Strong mental health support, including anxiety and depression resources
• Preventative wellness programmes
• Ethical and values-aligned providers?

?? Key takeaway: Gen Z expects digital-first solutions and strong mental health support.

Generation Alpha (2013-onwards)

They're still children – but the oldest Alphas are turning 12 this year. It might seem early, but forward-thinking employers are already considering what these tech-native young people will expect when they hit the job market. After all, they've never known a world without voice assistants and AI!

The future of benefits: tailored, accessible, AND flexible

Managing benefits for a multigenerational workforce doesn’t mean creating multiple packages for different age groups. The key is choosing a provider that delivers a comprehensive solution - one that supports employees at every life stage while keeping things simple for HR teams.

A strong provider should offer:

? A broad range of health and wellbeing support – Covering everything from mental health resources to musculoskeletal care.

? Accessibility – Services that employees can use easily, whether via digital tools, virtual appointments, or in-person care.

? Simplicity for HR teams – A structured plan that ensures businesses can offer meaningful, effective support without added complexity.

What's the real message here?

The way we approach employee benefits has changed. With five generations in the workplace, sticking to the same old package just won't cut it anymore.

But that doesn't mean HR teams need to build complex, custom solutions. It's about choosing a provider that already understands these shifting needs, one that makes it simple to offer the right mix of health and wellbeing support for every stage of life.

Because when benefits work for everyone, businesses thrive, employees feel valued, and wellbeing becomes more than just a box to tick.

Supporting a multigenerational workforce starts with smarter, more inclusive benefits. Explore how BHSF's new Health & Wellbeing Plan delivers tailored solutions for every stage of life.

Find out more

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Sources

1 Deloitte Global Human Capital Trends survey, 2023

2 Office for National Statistics (ONS), "Labour Market Overview, UK – (2024)".

3 Office for National Statistics (ONS), "Labour Market Overview, UK – (2024)".

? CIPD, "Managing a Multigenerational Workforce: Challenges and Opportunities" (2025).

? NHS, "Health Screenings: Everything You Need to Know" (2024).

? Health and Wellbeing Insights, "Why Gen X Needs Stress Management Tools" (2025).

? HealthTech Review, "Why Millennials Demand Digital-First Healthcare" (2025).

? Workplace Health, "Gen Z and the Rise of Digital Health Solutions" (2025).