Top Benefits Employees Value in 2026

Source: Zywave 2026 Employee Benefits Market Outlook

The employee benefits landscape is shifting faster than ever. Rising health care costs, a changing workforce, new legislation, and evolving employee expectations are all reshaping what workers want — and what employers need to offer to stay competitive.

Based on the 2026 Employee Benefits Market Outlook, here are the key benefit trends employers should be paying attention to this year.

1. Affordable Health Coverage — Despite Rising Costs

Health care costs are projected to increase 6.5% to 10% in 2026, driven by demand for GLP-1 medications (like Ozempic and Wegovy), specialty drugs, cancer care, chronic conditions, and an aging workforce. For employees, affordability remains the top concern.

Employers who find ways to offset these increases — through plan design adjustments, tiered networks, or chronic disease prevention programs — will be better positioned to offer benefits that feel meaningful rather than burdensome.

What employees want: Health coverage they can actually afford to use, with clear communication about costs and options.

2. Mental Health and Wellness Support

Wellness is no longer a perk — it’s an expectation, especially among Gen Z and millennial employees who now make up the majority of the workforce. These generations are prioritizing holistic well-being, and they’re vocal about it.

In 2026, the conversation is shifting from mental health (reactive) to mental fitness (proactive) — building resilience and emotional strength before burnout sets in. Employers are responding with:

• Mental health coaching and dedicated mental fitness days

• Expanded Employee Assistance Programs (EAPs)

• Subsidized mental health apps

• Manager training to recognize signs of stress and burnout

What employees want: Employers who treat mental health as a core priority, not an afterthought — with real tools and a culture that makes it safe to use them.

3. Fertility and Women’s Health Benefits

Two in three employers plan to invest in family health benefits within the next three years — a 44% increase since 2024. Employees are demanding more support across the full spectrum of women’s health, including fertility, maternal health, and menopause care.

Federal guidance issued in 2025 also clarified new ways employers can offer stand-alone fertility benefit packages, making it easier to provide IVF-related coverage outside of traditional group health plans. State mandates are expanding as well, with California requiring large group health plans to cover fertility services starting in 2026.

Current gaps are significant: only 40% of organizations offer fertility services and just 21% provide menopause-specific support — leaving a large portion of the workforce underserved.

What employees want: Inclusive family-building benefits and women’s health support that reflects where they actually are in life.

4. Student Loan Assistance

Nearly 30% of all U.S. adults have student loan debt. As employees increasingly look to their employers for help managing this burden, student loan assistance has become a meaningful differentiator in attracting and retaining talent.

The One Big Beautiful Bill Act (OBBBA), signed into law in July 2025, permanently extended the ability for employers to contribute up to $5,250 per year tax-free toward employee student loans through educational assistance programs — a provision that was set to expire at the end of 2025. Employers can also now make matching 401(k) contributions tied to student loan payments, helping employees build retirement savings while paying down debt.

What employees want: Tangible financial relief — especially younger employees who are carrying significant debt and may not yet be in a position to prioritize retirement savings.

5. Expanded Paid Leave

Employee leave is expanding at the state level, with more jurisdictions enacting or updating paid sick leave (PSL) and paid family and medical leave (PFML) programs. The trend is notable not just for the number of new laws, but for what they cover.

States are broadening both the reasons employees can take leave and who qualifies as a “family member.” In 2026, eligible reasons increasingly include:

• Bereavement and miscarriage

• Prenatal care and NICU support

• Public health emergencies

• Blood and organ donation

The definition of “family member” is also expanding in many states to include siblings, friends, neighbors, or any designated person — reflecting the reality of how people actually live and care for one another.

What employees want: Leave policies that reflect modern family structures and life circumstances, with the flexibility to use them when it matters most.

6. Financial Wellness Benefits

Economic uncertainty is pushing financial stress to the forefront of employee well-being. 84% of Americans have a financial resolution for 2026, with building an emergency fund and improving savings habits topping the list.

Employers are responding by expanding financial wellness offerings beyond retirement plans to include:

• Financial education workshops and debt counseling

• Emergency savings programs

• Flexible pay options

• Student loan repayment support

• Retirement planning resources

What employees want: Practical tools and support that help them feel financially stable — not just in retirement, but right now.

7. Personalized Benefits Experiences

AI is beginning to reshape how benefits are administered and experienced. Employers are using AI to analyze employee data and deliver more personalized benefits recommendations — moving away from one-size-fits-all packages toward programs that reflect individual needs.

This includes personalized wellness experiences, AI-powered benefits chatbots for 24/7 support, and predictive analytics that can identify signs of burnout or disengagement before they become larger problems.

What employees want: Benefits that feel relevant to their lives — not generic options they have to wade through to find what actually applies to them.

What This Means for Employers

The common thread across all of these trends is that employees want benefits that are meaningful, accessible, and responsive to where they actually are in life. That means moving beyond the basics and taking a more intentional look at what your current program covers — and where the gaps are.

A comprehensive benefits review can help identify opportunities to strengthen your offering, stay compliant with new legislation, and make sure your program remains competitive in a market where employees have rising expectations.

Interested in reviewing your employee benefits program? Contact us today to start the conversation. We’re here to help you navigate the changing landscape and build a benefits strategy that works for your team.