Work isn’t what it used to be, and employees are making that clear. Across generations, people are rethinking what they want from their jobs. They’re looking for roles that support their lives, not just fill their schedules. And more than ever, benefits are shaping those decisions.

Health coverage remains one of the most important parts of a job offer. But what employees want from their benefits is changing. They expect more personalized, relevant options that reflect their needs, goals, and life stage. For employers, this creates a new kind of challenge: how to offer competitive, flexible benefits while still managing rising costs.

The good news is that there’s a better way forward. With smarter health account options, modern technology, and more inclusive policies, companies can build benefits programs that work for everyone. We discuss what that shift looks like and how employers can stay ahead.

The shift to personalized benefits

As workforce needs continue to diversify, the demand for more personalized benefits is growing. One way employers are meeting that need is through account-based health plans — flexible financial tools that help employees manage healthcare expenses based on their unique situations.

These plans include Health Savings Accounts (HSAs), Flexible Spending Accounts (FSAs), and Health Reimbursement Arrangements (HRAs). While each works differently, they share a common goal: giving employees greater control over how their healthcare dollars are spent.

Some employees may use these accounts to cover everyday costs like prescriptions and copays. Others may save for planned procedures or future medical needs. In certain cases, account balances can grow over time or be used for retirement-related expenses, depending on the account type. This level of flexibility helps address a key issue with traditional group plans: a one-size-fits-all model that often over-insures or under-serves individuals. The result is confusion, inefficiency, or unmet needs.

Account-based plans provide a more adaptable framework — one that can better support employees across life stages, health conditions, and financial goals. At the same time, they offer employers a path to providing meaningful benefits while keeping long-term costs in check. As the future of work evolves, personalization won’t be optional. It will be expected. Account-based plans are a practical step forward and one that aligns with what today’s workforce values most.

Smarter use of technology

Technology has become an essential part of how employees understand, choose, and use their benefits. For HR teams, it’s helping simplify complexity, reach more people, and deliver a more personalized experience.

Digital platforms now play a key role in year-round benefits education. Employees can compare plans, estimate costs, and find answers in real time — without relying solely on HR for guidance. And for HR teams, automation and self-serve tools free up time while improving engagement across a diverse workforce.

Virtual care is also now a routine part of many healthcare experiences. From mental health to follow-up appointments, employees can connect with providers more quickly and conveniently. These telehealth care options help reduce time away from work and make it easier for people to use their benefits when they need them most.

When employers invest in smarter tools and experiences, employees are more likely to understand and use what’s offered — leading to better outcomes for everyone.

Evolving family benefits

Expectations around family support in the workplace have changed. Today’s employees — across genders and life stages — want benefits that reflect the realities of modern caregiving. Whether it’s time to bond with a new child or support aging parents, people are looking for more flexible and inclusive policies.

Paid parental and family leave is becoming a baseline expectation, not just a nice-to-have. Even in places where it’s not legally required, many employers are expanding their leave policies to stay competitive and meet the needs of a diverse workforce.

Beyond leave, companies are also broadening their support for family planning. Fertility benefits, adoption assistance, and elective egg freezing are becoming more common as younger generations delay parenthood while focusing on career growth and financial stability. These benefits give employees the freedom to pursue both personal and professional goals — without feeling like they have to choose between the two.

By supporting the full spectrum of family needs, employers can build a more inclusive culture and better retain talent across generations.

Mental health support is no longer optional

Mental health benefits have moved from a nice-to-have to a workplace essential. As awareness grows, so does demand — yet access remains a challenge. According to Lively’s Benefits and the Great Resignation report, 40% of Americans don’t have money set aside for mental health care, and 60% haven’t accessed services at all.

Employers have an opportunity to close this gap and demonstrate that they take employee wellbeing seriously. That starts with making sure your health plans cover mental health care, both for in-person visits and through virtual care options. But support shouldn't stop there. Many organizations are expanding access by offering mental health benefits like app-based counseling, mindfulness tools, and wellness programs. These options give employees more ways to manage stress, stay productive, and feel supported throughout the year.

Employers can also enhance access through tax-advantaged accounts. Pairing a health plan with an HSA or FSA can help employees set aside funds specifically for mental health care, making it easier and more affordable to get the help they need.

Looking ahead

The future of employee benefits isn’t just about offering more. It’s about offering smarter. Today’s workforce expects flexibility, clarity, and support that reflects their real lives. That includes everything from personalized healthcare accounts to modern tools, inclusive policies, and accessible mental health resources. For employers, this is an opportunity to lead. By evolving your benefits strategy now, you can meet expectations, boost engagement, and build a more resilient organization. When benefits work better for employees, they work better for everyone.

Offering benefits that meet real employee needs and actually get used, takes the right tools and the right approach. Lively partners with employers to simplify benefits administration and support a better experience for everyone. Want to see how it could work for your team? Get in touch with our team today to learn how we can help.