10 global employee benefits trends in 2025

The corporate benefits industry is undergoing a profound transformation. What worked five years ago, or even last year, simply doesn't meet the expectations of your employees today. Companies still operating from outdated benefits playbooks are seeing their competitive edge disappear along with their top talent.

The philosophy about employee benefits in 2025 is refreshingly straightforward: personalization matters more than standardization, flexibility trumps rigidity, and benefits that recognize employees as whole people outperform traditional one-dimensional packages. The most successful organizations have already embraced this reality and are rewriting their benefits strategies accordingly.

This article talks about the most significant global benefits trends reshaping workplaces right now. We've analyzed data from companies across industries, from tech startups to multinational corporations, and distilled actionable insights that HR leaders, benefits managers, and C-suite executives can implement to stay ahead of the curve. Here’s how you can be a trend-setter in benefit programs in 2025.

Key takeaways

• Lifestyle Spending Accounts (LSAs) are now a core benefit, giving employees flexibility to choose perks that reflect their unique lifestyles, cultures, and needs.
• Wellness stipends have evolved into holistic well-being support, covering everything from mental health apps to ergonomic gear and financial coaching.
• Global health benefits without borders ensure remote and mobile employees receive consistent, accessible care, regardless of where they live or work.
• Employees increasingly expect personalized benefits packages, tailored to life stages, priorities, and family structures, not one-size-fits-all plans.
• Real-time, global recognition platforms and personalized financial wellness tools are driving engagement, reducing stress, and improving retention worldwide.
• Partnering with Forma enables global benefits teams to scale flexible, inclusive programs, including LSAs, across 100+ countries with minimal admin overhead. <span class="text-style-link text-color-blue" fs-mirrorclick-element="trigger" role="button">Schedule a demo</span> with us today.

Why employee benefit trends are changing

Employee benefits are changing, but why is this transition happening in the first place? Here’s everything you need to know about what is causing a shift in the benefits industry.

• Multi-generational workforce demands: Right now, your workplace probably spans four distinct generations, each with fundamentally different priorities and expectations. Gen Z and Millennials place a premium value on mental health support and career development opportunities, while Gen X and Boomers often prioritize financial security and comprehensive healthcare. Traditional fixed benefits packages simply cannot address this diversity effectively, creating an immediate competitive disadvantage for companies still using them.
• The flexibility imperative: The normalization of remote and hybrid work has permanently altered the employee-employer relationship. Workers now expect their benefits to reflect the same flexibility and autonomy they've gained in their work arrangements. Static benefits tied to physical locations or rigid structures appear increasingly outdated in a world where work happens anywhere.
• Elevated expectations beyond compensation: The calculus employees use to evaluate job offers has fundamentally changed. Compensation remains important, but benefits that support personal growth, family responsibilities, and overall well-being have become decisive factors in employment decisions. Workers are scrutinizing benefits packages more carefully than ever and rejecting offers from companies that don't support their lives beyond the workplace.
• Well-being as a business strategy: The connection between employee well-being and organizational performance is now undeniable. Companies facing productivity challenges, rising healthcare costs, and concerning turnover rates are recognizing that strategic benefits addressing physical, mental, financial, and social well-being deliver measurable returns. What was once viewed as a nice-to-have perk has become a critical business investment with direct impact on retention, engagement, and long-term performance metrics.
• Technology-enabled personalization: The administrative barriers that once made personalized benefits impractical have disappeared. Modern platforms now enable organizations to offer unprecedented flexibility and customization without increasing complexity or costs. This technological evolution means companies can now provide individualized benefits experiences that adapt to employee needs throughout their careers, creating stronger connections and delivering more value for every dollar spent.

10 types of global employee benefits

Before you start making your own benefit program, it’s important to do some market research to understand what works and what doesn’t. Here are some global benefits trends that the world is adapting and why you should as well.

1. Lifestyle Spending Accounts (LSAs) become standard

The traditional approach to employee perks is giving way to more flexible solutions. Forward-thinking organizations are increasingly adopting Lifestyle Spending Accounts (LSAs) as their standard offering, allowing employees to direct their benefit dollars toward what matters most to them. 

This shift acknowledges the reality that a diverse workforce has equally diverse needs, from fitness memberships and mental health services to childcare assistance and home office equipment. The flexibility LSAs provide has become a powerful driver of satisfaction and retention across global markets.

• Ideal for: Remote-first or globally distributed teams
• Why it works: Respects employee individuality and cultural differences
• How to implement: Partner with a platform like Forma to manage stipends and track usage easily

2. Holistic wellness stipends expand beyond fitness

The concept of workplace wellness has developed a new meaning in recent years. Wellness stipends now extend beyond traditional gym memberships to include a more rounded approach to employee well-being. 

Companies are offering broader wellness allowances that cover meditation applications, sleep improvement tools, ergonomic furniture, holistic therapies, and personal coaching services. This expanded definition recognizes that true wellness involves nurturing the whole person, mind, body, and financial health, rather than focusing exclusively on physical fitness.

• Ideal for: Companies focusing on mental health, resilience, and whole-person well-being
• Why it works: Supports emotional, physical, and financial wellness in one unified approach
• How to implement: Offer an annual or quarterly wellness budget that employees can allocate themselves

3. Global health benefits without borders

Healthcare accessibility has become a critical concern for international organizations. The most competitive employers now prioritize global health insurance plans that deliver consistent coverage regardless of location. 

Digital-first healthcare providers are making this transition smoother by enabling employees to access necessary care from anywhere in the world. This approach is particularly valuable for remote employees who may relocate frequently, travel for business, or work from different countries throughout the year. The peace of mind that comes with borderless healthcare represents a significant advantage in global talent markets.

• Ideal for: International companies with hybrid or remote teams
• Why it works: Reduces stress for employees who relocate, travel, or work abroad
• How to implement: Select a health partner offering telemedicine, mental health support, and localized care options

4. Let employees build their own benefits packages

The era of standardized benefits packages is giving way to more personalized approaches. Innovative organizations are implementing modular benefits platforms that allow employees to select options aligned with their current life stage and personal goals. 

This shift toward customization acknowledges that a 25-year-old recent graduate, a 35-year-old new parent, and a 55-year-old planning for retirement have fundamentally different priorities. 

By providing meaningful choices, companies can create benefits experiences that resonate with their entire workforce while optimizing their investment.

• Ideal for: Diverse workforces across multiple regions and demographics
• Why it works: Improves perceived value and reduces wasted spend on unused perks
• How to implement: Launch a customizable benefits portal with pre-selected categories employees can personalize

5. Mental health gets executive-level investment

Mental well-being initiatives have evolved from peripheral programs to core components of corporate strategy. Leading organizations are developing comprehensive mental health ecosystems that include access to mental health applications, therapy sessions, stress management resources, and psychological safety training. 

This focus reflects growing recognition of the connection between mental health and workplace performance. Companies that prioritize mental wellbeing report significant improvements in productivity, engagement, and retention, particularly in high-pressure industries where burnout has traditionally been common.

• Ideal for: High-growth companies, startups, and industries prone to burnout
• Why it works: Reduces absenteeism, improves productivity, and attracts top talent
• How to implement: Subsidize therapy sessions, introduce mental health days, and promote psychological safety

6. On-demand learning stipends replace traditional tuition reimbursement

Educational benefits are undergoing a fundamental transformation to meet the needs of rapidly evolving industries. While traditional tuition reimbursement programs remain valuable, many organizations are complementing them with flexible learning stipends that support quick, targeted skill development. 

These funds can be applied toward online learning subscriptions, specialized certifications, workshops, and other professional development opportunities. This approach helps employees stay current in their fields without committing to lengthy degree programs, creating a more agile and adaptable workforce.

• Ideal for: Fast-moving industries like tech, marketing, and finance
• Why it works: Keeps employees agile and builds future-ready skills
• How to implement: Offer a fixed yearly learning stipend that employees can use on courses, certifications, or workshops

7. Family support benefits redefined

The concept of family benefits has expanded significantly to address the full spectrum of caregiving responsibilities. Progressive organizations now offer support throughout the entire family lifecycle, from fertility assistance and adoption benefits to childcare subsidies and eldercare resources. 

This comprehensive approach recognizes that caregiving takes many forms and occurs throughout an employee's career. Companies that provide flexible family support report stronger retention among mid-career professionals who might otherwise leave the workforce during intense caregiving periods.

• Ideal for: Companies prioritizing DEI (Diversity, Equity, and Inclusion) and retention of mid-career professionals
• Why it works: Eases caregiver stress and builds loyalty among parents and caregivers
• How to implement: Create flexible caregiving stipends employees can apply toward childcare, fertility, or eldercare needs

8. Sustainability perks and eco-wellness credits

Environmental consciousness has become a significant priority for many employees, particularly among younger generations. Forward-thinking organizations are responding by introducing benefits that support sustainable lifestyle choices and align with corporate environmental goals. 

These offerings might include subsidies for public transportation, credits toward electric vehicle purchases, reimbursement for sustainable home improvements, or stipends for eco-friendly products. Such benefits demonstrate a company's environmental commitment while helping employees live according to their personal values.

• Ideal for: Companies targeting Gen Z, Millennials, or ESG (Environmental, Social, Governance) commitments
• Why it works: Aligns personal employee values with corporate mission
• How to implement: Offer reimbursement for bikes, electric vehicle credits, sustainable home goods, or eco-retreats

9. Financial wellness programs become personalized

Financial well-being has emerged as a critical component of overall employee health. Recognizing that financial stress impacts workplace performance, leading companies are implementing comprehensive financial wellness programs tailored to individual needs. These initiatives often include personalized financial coaching, debt management assistance, emergency savings support, and investment guidance. 

The most effective programs acknowledge different financial priorities across life stages and income levels, providing relevant resources for everyone from recent graduates with student loans to executives planning for retirement.

• Ideal for: Companies in competitive markets trying to offer differentiated benefits
• Why it works: Reduces financial stress, improves focus, and supports long-term retention
• How to implement: Partner with financial wellness providers who offer coaching sessions and digital tools

10. Global reward platforms for instant recognition

Employee recognition has evolved from annual performance reviews to real-time appreciation. Innovative organizations are implementing global recognition platforms that enable immediate acknowledgment of contributions at all levels. 

These systems allow managers and peers to send personalized messages, points that can be redeemed for rewards, or direct gifts across geographical boundaries. The immediacy and visibility of these platforms help create cultures where appreciation is expressed regularly and authentically, driving stronger engagement and reinforcing desired behaviors throughout the organization.

• Ideal for: Distributed teams looking to boost morale and engagement quickly
• Why it works: Creates a culture of recognition and instant gratification
• How to implement: Implement a global rewards platform where managers and peers can easily send points, gifts, or experiences

Benefits of offering competitive global employee benefits

Offering competitive global employee benefits isn’t just about keeping employees happy; it’s a key strategy for attracting, retaining, and growing top talent worldwide. Here’s why it matters:

1. Attract and retain top talent

A strong global benefits package makes your company stand out in the job market. When you offer benefits that meet the needs of employees across different cultures and life stages, you position yourself as an employer of choice.

Why it matters: Candidates today are looking for employers who invest in their well-being, not just a paycheck.

2. Boost employee well-being and job satisfaction

Comprehensive health insurance, mental health support, wellness programs, flexible work arrangements, and family-friendly policies show employees you care about their full well-being, physical, mental, and personal.

Why it matters: Happier employees are more engaged, loyal, and motivated to perform at their best.

3. Improve financial security and reduce stress

Benefits like retirement savings plans, financial planning services, and student loan repayment assistance help employees feel more secure about their future.

Why it matters: When employees are less stressed about money, they’re more focused, productive, and committed to staying with your company.

4. Increase productivity and innovation

When employees feel supported, they show up more, take fewer sick days, and bring more energy and ideas to work. A diverse, inclusive benefits package also encourages different perspectives, leading to stronger innovation and problem-solving.

Why it matters: A healthier, more engaged workforce drives better business results and keeps your company competitive.

What are the challenges in implementing global employee benefits?

Offering global employee benefits can set your company apart, but expanding benefits across multiple countries also brings important challenges. To succeed, companies must navigate cultural differences, legal complexities, cost management, and clear communication across regions.

Here are the key challenges to be aware of:

• Cultural Differences: Employee expectations vary by country. A benefit that’s valued in one region may have little impact in another.
• Compliance with local laws: Each country has its own rules for employee benefits, taxes, and mandatory provisions. Staying compliant is essential to avoid legal and financial risks.
• Cost Management and ROI: Building a competitive, global benefits package can be costly. Companies must find the right balance between offering value and maintaining financial sustainability.
• Communication and Administration: Benefits must be clearly communicated across languages and locations. Using local partners and technology platforms can simplify enrollment and improve the employee experience.

How to design a competitive global employee benefits package

Designing a competitive global employee benefits package requires a strategic approach that takes into account the diverse needs and preferences of your international workforce. To create a benefits package that attracts and retains top talent, consider the following steps:

Assess workforce demographics and needs

The foundation of any effective global benefits strategy begins with a deep understanding of your people. Your international teams likely span multiple generations, cultural backgrounds, and life stages, each with distinct priorities and expectations. 

Comprehensive employee surveys, thoughtfully designed focus groups, and demographic analysis provide invaluable insights into what truly matters to your people across different regions. 

This rich pool of data enables you to craft benefits that resonate personally with employees rather than simply checking competitive boxes. The most successful organizations treat this assessment not as a one-time exercise but as an ongoing dialogue that evolves as their workforce changes.

Benchmark against industry and regional trends

The global benefits landscape shifts continuously, with new innovations emerging and employee expectations evolving rapidly. Sophisticated organizations maintain a constant pulse on both industry standards and regional nuances that might impact their competitiveness. 

This intelligence-gathering extends beyond simply matching competitors to identifying emerging trends that could become future expectations. The most valuable benchmarking examines not just what benefits are offered but how they're delivered, communicated, and experienced by employees. 

This contextual understanding helps transform standard offerings into truly differentiated experiences that strengthen your employer brand across global markets.

Prioritize flexibility and choice

The era of standardized, one-size-fits-all benefits is firmly behind us. Modern employees expect benefits that adapt to their changing needs throughout their careers and personal lives. 

Flexible spending accounts, customizable benefits modules, and personalized allowances empower employees to direct resources toward what matters most to them at any given moment. 

This approach recognizes that a recent graduate, mid-career parent, and pre-retirement employee have fundamentally different priorities and that the same person's needs will evolve throughout their tenure with your organization. The psychological value of choice often exceeds the financial value of the benefits themselves, creating stronger appreciation and engagement.

Invest in employee well-being and development

The most progressive organizations recognize that employee well-being and professional growth are not merely perks but essential business investments. Comprehensive well-being programs that address physical, mental, financial, and social dimensions create resilient, engaged workforces that drive sustainable performance. 

Similarly, development offerings, from skill-building opportunities to leadership pathways, demonstrate a commitment to employees' long-term success while building critical organizational capabilities. These investments yield returns through improved productivity, stronger retention, and enhanced employer branding. The most effective programs maintain a balance between immediate well-being needs and long-term development goals.

Use technology for personalization and efficiency

The right technology transforms benefits from an administrative burden into a strategic advantage. Modern benefits platforms enable unprecedented personalization while reducing complexity for both HR teams and employees. 

Artificial intelligence and advanced analytics now allow organizations to offer tailored recommendations, anticipate employee needs, and continuously optimize their benefits investments. Mobile accessibility ensures that global team members can engage with their benefits anytime, anywhere. 

The most sophisticated organizations view benefits technology not merely as an implementation tool but as a strategic partner in creating exceptional employee experiences that transcend geographical boundaries.

Communicate value and gather feedback regularly

Even the most thoughtfully designed benefits program falls short without effective communication and continuous improvement. The most successful organizations develop multi-channel, culturally nuanced communication strategies that go beyond simply explaining what's available. 

These approaches help employees understand how to maximize value based on their specific circumstances and preferences. However, if you’re working with a third-party administrator, the responsibility of communicating benefits is on their shoulders.

Furthermore, regular feedback mechanisms, from formal surveys to informal conversations, provide critical insights into what's working, what's not, and how benefits can evolve to meet changing needs. 

This commitment to transparent communication and continuous improvement transforms benefits from a static offering into a dynamic partnership between the organization and its people.

How can global employee benefits support talent retention?

Cultivating a supportive and inclusive culture through your global employee benefits program can also have a significant impact on talent retention. When you offer benefits that promote diversity, equity, and inclusion, such as inclusive healthcare coverage for LGBTQ+ employees or support for employees with disabilities, you create a workplace environment where all employees feel valued and respected. This sense of belonging and acceptance can greatly improve employee satisfaction and loyalty.

Forma makes it easy to deliver inclusive, globally scalable benefits that resonate across cultures, time zones, and employee needs. With support for over 100 countries, multi-currency capabilities, and localized experiences, Forma ensures that every employee, no matter where they are, has access to meaningful benefits that reflect your company’s values. 

Whether you're looking to support mental health, family care, or community engagement, Forma’s customizable Lifestyle Spending Accounts (LSAs) empower you to meet diverse needs while simplifying administration.

If you're navigating complex benefits needs or scaling internationally, Forma makes it easy to support every employee, everywhere. <span class="text-style-link text-color-blue" fs-mirrorclick-element="trigger" role="button">Schedule a demo</span> with us today.

*This document is for informational purposes. Forma is not engaged in the practice of law. Nothing contained herein is intended as tax or legal advice nor to replace tax or legal advice from counsel. If you need tax or legal advice, please consult with counsel or a certified tax professional.

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