The global benefits landscape continues to evolve rapidly, with organizations navigating a complex array of geopolitical shifts, economic pressures, and workforce expectations. These challenges bring both obstacles and opportunities as companies adapt to ensure their benefits strategies remain competitive and sustainable.
 

In this dynamic environment, staying ahead requires informed decision-making rooted in data and emerging trends. Organizations are looking for long-term vision paired with short-term, actionable solutions. MBWL International’s 2025 Global Benefits Forecast Survey offers a way to test assumptions, validate strategies, and prepare for what’s next.

The survey provides a unique opportunity for organizations to share their perspectives, benchmark with peers, and uncover actionable insights to help shape the future of employee benefits.

What to Expect in 2025

Organizations Are Refocusing Their Strategies
The forces shaping benefits strategies in 2025 are multifaceted, with organizations grappling with a rapidly changing external environment.

Geopolitical and Economic Impact
Geopolitical instability, uneven inflationary pressures, and supply chain disruptions have created a challenging economic climate. Companies are reevaluating their benefits offerings to balance cost management with employee expectations.

We’re seeing organizations closely examine how these global challenges affect their business and HR strategy, and their ability to deliver competitive benefits. Insights from the survey help identify areas for improvement and innovation.

ESG and DEI at a Crossroads
While environmental, social, and governance (ESG) initiatives and diversity, equity, and inclusion (DEI) programs remain top priorities for some, others are pausing or recalibrating. This divergence reflects the pressure to balance financial realities with organizational values. Some companies are doubling down on ESG and DEI, while others are reevaluating their approach amid new pressures. Striking a balance between offering tailored, inclusive benefits while ensuring those benefits remain relevant to the majority of employees is paramount.

Generational Workforce Dynamics
In an increasingly multigenerational workforce, personalization is becoming more important than ever before, yet increasingly complicated. Younger employees often prioritize flexibility and family planning, while older employees may focus on healthcare and retirement preparation. Organizations must design benefits programs that meet these diverse needs without overextending resources, especially in areas where costs are rapidly increasing, such as healthcare.

The Role of AI in Benefits Management
AI is rapidly emerging as a tool for streamlining benefits administration and enhancing employee experience. However, its adoption is inconsistent, as some organizations often struggle with the cost and complexity of implementation, while others wrestle with ethical considerations and the risk of replacing human interaction with technology.

Cost Optimization and Data Analytics
Data analytics is central to benefits strategies. By leveraging real-time insights, companies can optimize costs, identify what’s working, and address gaps in their offerings expediently. Access to timely, reliable data is still a challenge, but it’s critical for organizations aiming to make smarter, more impactful decisions.

The future of benefits lies in balancing long-term vision with immediate action. Companies must remain agile, adapting to shifting employee expectations while maintaining cost efficiency.

Plan Management and Governance
An increasing focus for many organizations is effective plan management and stewardship. Last year’s survey revealed that organizations are finding it increasingly difficult to manage governance well, largely due to external business and resource pressures. This year’s survey aims to explore this topic in more depth, uncovering insights into how companies are managing these challenges while keeping their strategies aligned. Effective governance is fundamentally about executing strategy and managing risks.

In today’s demanding and dynamic world, this has become especially critical to business success and employee well-being. By fostering robust frameworks and clear processes, companies can remain agile and resilient in the face of ongoing uncertainties.

Effective Communication to Enhance Engagement
Employee experience continues to play a pivotal role in attraction and retention. Engaging employees with tailored messaging and tools adapted to their preferences is key. Many organizations struggle to communicate benefits effectively, especially in a global context, and improving these efforts can significantly enhance employee perception and satisfaction. Organizations that fail to engage their workforce risk losing out on the true value of their benefits programs. Meaningful communication will remain essential.

Looking Ahead

The future of global benefits is being shaped by a confluence of economic, technological, and workforce trends. Organizations that embrace innovation, prioritize personalization, and engage their employees meaningfully will be best positioned to thrive.

Authors’ Bios

	John-Paul Augeri, Principal and Managing Director of the Global Employee Benefits Consulting Practice at MBWL International and Milliman, brings over 25 years of expertise in helping multinational organizations design and manage global employee benefits, pensions, and M&A programs.
	Daniel Drolet (ASA, CPHR) is a Senior Partner at Normandin Beaudry who is a seasoned total rewards professional with more than 30 years of experience in group benefits.

Error: No such template "/CustomCode/topleader/category"!