Top 2022 Benefits Trends To Keep On Your Radar

Employees want to work for companies that understand and prioritize their needs

All across the U.S., HR leaders are facing the realization that employees are leaving in droves as part of a movement that’s been dubbed “The Great Resignation.” In fact, nearly 4 billion U.S workers quit their jobs in July. This is a continuation of a trend that started many months ago as the pandemic continued to accelerate, driving the burnout rate among employees to 52%.

While you may be wondering how you can keep employees engaged and satisfied at work, there are solutions. Mental health is top of mind for many employees. They’re increasingly seeking resources that support their overall well-being, and you have an opportunity to fill this void by offering holistic wellness benefits.

Knowing about these types of emerging benefits trends for the year ahead will undoubtedly prove useful as you plan for the coming year. Here’s a look at the benefits trends to be aware of, going into 2022.

HR leaders are always eager to improve their benefits offerings to better align with what employees value and need, especially to help them perform at their best. It can sometimes be difficult to determine exactly what employees want in a benefits plan, but some research from Gartner shows that offering flexibility, advocating for social justice issues, and providing resources that support people holistically is a necessity.

Considering working parents, specifically, is also vital when it comes to offering benefits that employees are craving. A recent survey shows that 85% of parents are spending 10% or more of their total household income on childcare, which just isn’t affordable for most families. Spend some time thinking about how you can provide support for parents who need some assistance.

On the flip side, workers are exploring how to access their own benefits. While many workers today think of benefits as directly tied to an employer, that’s changing. Many employees have left their jobs and turned to unemployment benefits, and the Coronavirus Aid, Relief, and Economic Security (CARES) Act even allowed states to extend benefits to workers who normally aren’t eligible for unemployment, such as independent contractors.

Also, consider how many individuals made a career change to start their own companies. The number of new business applications filed skyrocketed in 2020 and 2021, meaning more people than ever are seeking self-employment and self-funded benefits.

With the onset of Covid-19, employees began to assess their mental health and recognize the need to prioritize it. Many discovered their psychological well-being was negatively impacted during the pandemic, and some employers responded by offering additional support. Data from the National Alliance of Healthcare Purchaser Coalitions shows that 52% of employers are providing special emotional support as a result of the pandemic.

But the need for therapy and other resources that support mental well-being is only accelerating. According to the Substance Abuse and Mental Health Services Administration (SAMHSA), more than 20% of U.S. adults are personally affected by mental illness each year.

By using technology to provide access to wellness resources such as on-demand classes, live webinars, team challenges, and private coaching with qualified experts, organizations can ensure employees have access to a range of mental health support.

As many of the largest employers in the U.S. have announced plans that allow for both on-site and remote work, it’s clear that the hybrid office is the new normal. Some employees will inevitably prefer to work remotely full-time, and that means you’ll want to think about how your benefits will support them just as effectively as employees who are physically in the office.

One potential solution when it comes to supporting employees’ overall well-being is an all-in-one wellness platform that allows individuals to choose the options that meet their physical, mental, and emotional needs anytime, anywhere.

A recent interview with 15 CEOs indicates that the 40-hour workweek may be on its way out. This certainly has implications for organizations that extend benefits only to team members who meet a specific full-time employment threshold.

If your top performers can continue to meet or exceed goals by working just 25 hours per week, it might be time to revisit what qualifies as a benefits-eligible employee.

If “The Great Resignation” has shown us anything this year, it’s that employees have new expectations when it comes to benefits. They want to work for companies that understand and prioritize their needs.

HR leaders have the opportunity to foster this type of work environment by acknowledging these benefits trends and incorporating them into their plans, particularly those related to mental health. Knowing how much stress and anxiety employees are facing, providing mental health support and resources only makes sense. By prioritizing your team’s overall well-being, you’re empowering them to be their best selves in all aspects of their lives.

Your employees have already made their expectations clear. You need to only rise to the occasion.