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New research has revealed a major disconnect between employer-provided workplace perks, and employee preferences – highlighting that offerings are falling short, and instead proposing what employees really want.
According to employee benefits platform, Heka, 97 per cent of HR teams say a flexible wellbeing programme improves company culture, and 93 per cent of employees say an intentional wellbeing programme makes them healthier. A proactive approach to workplace wellbeing boosts employee engagement, supports productivity, and keeps your workforce well.
Heka’s 2025 Employee Wellbeing Trends Report draws on data from 40,000 wellbeing interactions, shedding light on what employees really want, and what really works. Heka’s Benefits Gap Report revealed 34 per cent of employees chose workplace perks that were not offered by their employer’s programme, signalling a huge mismatch between what’s on offer, and what’s wanted.
Employee benefits are nothing new, but considering whether they are actually beneficial as opposed to a tick-box solution, is.
Alex Hind, CEO of Heka says it is important to prioritise an employee wellbeing programme that is actually effective and has real impact: “Employee benefits are paramount for wellbeing, retention, and satisfaction. Unfortunately the benefits landscape is flooded with tick-box solutions that often go unused, or are not relevant to the individual – like a gym pass for a non-gym-goer. Employee benefits without intention get lost in the void, so it’s essential to stay informed with what employees actually want from their workplace benefits, and align employers with that.”
Nutrition is #1 missed opportunity
Nutrition plays an integral role in our overall health and wellbeing. And according to Heka’s report, 42 per cent of employees chose nutrition as a top benefit, but only one per cent of employer wellbeing programmes actually offer nutrition-based perks.
The importance of nutrition is imbued in us from the ‘5-a-day’ rhetoric in early education for a reason; a healthy balanced diet impacts our brain function, mind-gut connection and mental health, weight, fertility.
Poor health undoubtedly impacts our ability to perform at work – it’s linked to sickness and disease, as well as workplace accidents. Nourishing our bodies makes us more engaged and productive in the workplace. Nutrition simply cannot be overlooked as a workplace benefit; not only can it make people healthier but it also drives business outcomes, says Heka.
Sustainability is IN
B Corp benefits have significantly grown in popularity in recent years, and in 2024, claimed the fifth spot in Gen Z’s top chosen employee benefits.
It’s cool to be kind; it’s clear that wellbeing benefits are intertwined with a company’s stance on social responsibility values. As a result, companies must recognise that following sustainability practices is not only an optional nice addition, but it’s integral to employees’ personal values and wellbeing.
Heka says offering eco-friendly commuting initiatives like bike-to-work schemes, engaging employees in surveys to decode what sustainability practices resonate most, and creating energy-conscious workplaces, are just some of the ways employers can align with their employees on sustainability. Wellbeing is individual, and when sustainability benefits are crucial for employees, it’s essential to be pragmatic and make employee voices heard.
Let’s talk menopause
Circa half of employees are impacted by reproductive health – whether it’s endometriosis, menstruation, menopause, or post-partum depression – yet women’s issues are still taboo, and overlooked and dismissed in the workplace.
According to Bupa, almost one million women leave the workforce every year due to menopause symptoms, yet 90 per cent of workplaces have no support for menopausal women. Inclusivity means championing everyone, and while progressive workplaces are implementing menopause-friendly practices, some employers don’t even have it on their radar.
Employee benefits must advocate for the wellbeing of ALL employees. Without the necessary support, employers cannot expect skilled and experienced women to stay in their workforce. An intentional, proactive approach to menopausal wellbeing is crucial.
Wellbeing is multi-faceted …
All aspects of wellbeing are inextricably linked. Mental health issues or financial struggles rarely exist in isolation; problems are intertwined, so it’s vital to address issues holistically.
Sixty-six per cent of people who have poor financial health are likely to suffer with mental health issues, and 50 per cent of people with mental health issues also struggle with their sleep. Issues breed issues, and they exacerbate one another. It’s crucial that wellbeing benefits for employees rebuke rigidity and are flexible for individuals.
Being aware of the multiple pillars of wellbeing – including financial, physical, emotional and social health – allows for real impact. Everyone’s circumstances are different, a one-size-fits-all approach won’t suffice: wellbeing benefits must be flexible and personalised, giving employees choice of support that is relevant to them, concludes Heka.
