As 2024 comes to a close, HR professionals must rethink benefits strategy going into next year. This past year has been shaped by major financial uncertainty and advancements, influencing the benefits trends going into next year. All of these factors mean that employee needs are changing. Your current benefits need to keep pace.

The common theme emerging from this year’s insights is personalization. Employees want solutions to their unique problems – from building retirement savings to handling unexpected medical expenses. Compared to years prior, employees want more retirement benefits and paid leave opportunities. Financial wellness remains at the forefront of worker attention.

Here are the most important benefits your company needs in 2025.

Financial wellness remains atop the benefits trends

The common thread that connects most employee concerns is a high level of financial stress. Money worries continue to strain employees across all job sectors, income levels and generations. The stress is due to multiple factors, including an increased cost of living, especially among rent and groceries prices, over the past few years. According to CNBC, heightened expenses have led to the most common financial milestones, (such as retiring, purchasing a home or vehicle, and getting married) becoming out of reach for a significant population.

With a dedicated financial wellness program, you can help employees manage their finances — reducing stress and improving productivity. Financial wellness programs offer customized resources that provide essential information — regardless of age or income level.

According to Mercer’s Survey on health & benefit strategies for 2025, almost 70% of surveyed companies offer or plan to offer financial wellness programs in their benefits package next year. This projection shows the benefits trends in use and utilization of financial wellness programs among employees.

Focus on personalized benefits first

Personalized benefits put your employees in a position to succeed. Your employees have different struggles based on their age, experience and financial history. The right benefits package needs to cater to the unique needs of your workforce. This applies to new college graduates and senior employees alike. Employees who feel their benefits match their situation feel more loyalty to their company.

As technology improves, personalized benefits will be able to cater to a person’s exact struggles. New opportunities appear every year. In SHRM’s 2024 Employee Benefit Survey, menopause benefits, gender-affirming care and lifestyle savings accounts trend for the first time. However, even as new benefits appear, the core goal will remain the same — offering solutions that enhance individual lives.

Inclusive health benefits are still widely sought after

Medical costs continue to be a major concern for employees going into 2025. Almost half of Americans surveyed by the Commonwealth Fund have had surprise medical bills they expected to be covered by insurance. This added stress can drastically affect an employee’s finances, especially if they do not have an adequate amount saved — and now, companies require solutions.

Companies help employees make their healthcare costs more manageable through effective healthcare benefits. According to Mercer’s Survey on Health and Benefits Strategies for 2025, about two-thirds of large employers said that “improving healthcare affordability” is a priority for the next year. One method of support employers provide will come in the form of affordable deductibles. According to the report, 40% of large companies will offer a medical plan with a low or no deductible.

Retirement benefits trends may help move the needle

In SHRM’s Employee Benefits survey, more than 80% of employers said that retirement benefits were “very” or “extremely” important. These benefits trends will continue going into 2025.

The average employer matches 6% of an employee’s Traditional 401k and Roth 401k contributions. However, planning for the future continues to be a major stressor for employees. According to a 2024 PlanAdviser survey, 48% of employees claimed that concerns about their retirement savings were the top cause of their financial stress. Additionally, 62% of employees in the survey noted that retirement plans contributed the most to their financial security, which was up from 56% in 2023.

Creative solutions (such as student loan debt assistance and tax-advantaged health savings accounts) may be the key to supplementing your current retirement benefits.

Flexibility improves productivity

Flexibility in benefits packages comes in many forms — from remote/hybrid schedules or inclusive leave opportunities. In March of 2024, 11% of private industry workers had access to flexible benefits, which allowed employees to customize their packages as needed. According to Plan Adviser, interest in paid leave increased by about 15% from its figure in 2022.

Remote and hybrid work also continue to hold as a popular option for employers and employees. According to The US Bureau of Labor Statistics, productivity in 61 industries increased when employees switched to remote work. Research from Forbes also found that 98% of employees want to work remotely and project 32.6 million employees will be remote by 2025.

Providing a working environment where employees can be the most productive is crucial to flexible compensation packages. The ability to use benefits as they see fit also improves retention among your workforce.

Looking for the right financial wellness program to round out your benefits for 2025?

Best Money Moves is an AI-driven, mobile-first financial wellness solution designed to help employees with varying levels of financial knowledge dial down their most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal, ranging from debt management to purchasing a home. With 1:1 money coaching, budgeting tools and other resources, our AI-driven platform is designed to help bolster employee financial wellbeing.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

Money Dysmorphia: A Simple Guide to Why it Matters. Financial wellness programs help combat Money Dysmorphia, with tools to empower employees and help them develop a more accurate view of their financial life.

According to Credit Karma, almost half of Gen Z struggle with Money Dysmorphia –  the feeling of being financially “behind.” This may also be triggered by negative experiences with money, like extreme poverty or debt. Money Dysmorphia causes preventable stress, which can affect workplace productivity, retention and quality of life. Employees who overcome this are able to feel more in control of their daily finances. Take advantage of financial wellness programs to support your employees and prevent the effects of Money Dysmorphia.

Looking for a financial wellness solution? Try Best Money Moves.

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Best Money Moves is a financial wellness benefit that helps employees make smarter choices about their money. Best Money Moves users gain access to a suite of debt trackers, budgeting calculators and a library of 900+ articles, videos and webinars. Our tools empower employees with actionable solutions to real-world problems. Best Money Moves users also receive exclusive member deals from our library of trusted benefits partners, including discounts on insurance, college planning prescription medications and so much more.

Schedule a call with a member of our team to learn more about Best Money Moves. Contact us and we’ll reach out to you soon.

Financial Burnout in 2025: How to Address Employee Concerns. Financial burnout is affecting employees of all generations. Learn the ins and outs of this issue, including ways to improve your workforce’s wellbeing.

There’s a new term to describe how employees feel about money: Financial burnout, a condition marked by prolonged financial pressure that results in mental exhaustion and physical strain.

Eighty-eight percent of American workers report feeling some level of financial burnout, and 65% say finances are their biggest source of stress, according to a recent survey by MarketWatch Guide. Another 41% of employees say their finances have “destroyed” their mental health, and 64% reported feeling “financial fatigue,” when dealing with money.

Like other types of burnout, financial strain affects more than mental wellbeing. Respondents also report symptoms such as loss of sleep (56%), physical fatigue (47%), headaches (45%), weight gain or loss (38%), changes in appetite (34%) and digestive issues (33%).

It’s clear that financial burnout is taking a significant toll on the overall health of American employees, yet many workplaces still struggle with how to effectively curb the issue. Here are the key factors driving this issue and actionable steps employers can take to provide support.

Healthcare costs and employee financial burnout

Many workers face especially high anxiety over healthcare costs. According to the 2023-2024 Aflac WorkForces Report, 50% of workers report anxiety about out-of-pocket health care expenses, even beyond what insurance covers. Furthermore, 51% of employees would need to dip into their savings or checking accounts for unexpected medical bills. Younger generations are particularly vulnerable, with 72% unable to afford $1,000 in out-of-pocket healthcare costs.

Employers can help by offering more comprehensive health plans that minimize out-of-pocket costs from the start. Employees can further prepare for unexpected medical expenses and diagnoses by partnering with financial planning services that guide saving for medical emergencies. Encourage employees to set aside income to cover future medical costs through pre-tax income programs such as health savings accounts.

The gap between perception and reality

There is also a gap between employer and employee perceptions of healthcare. While 79% of employers think their teams understand healthcare costs, only 48% of employees agree. Furthermore, 41% of employees would be unsure of where to seek support after a serious medical diagnosis.

Employees can provide support by offering financial literacy programs like workshops or tools to help employees better understand the costs of healthcare and other essentials. Employers can also establish a fund to support employees facing financial hardships due to unexpected events.

How poor habits can intensify financial stress

However, it is not just limited access to resources that causes financial burnout. Employees’ financial habits may also exacerbate already existing issues. Poor budgeting, overspending and procrastination are common issues leading to financial burnout when employees avoid dealing with their financial challenges until it is too late.

According to MarketWatch Guide, 58% of employees don’t use a detailed financial budget. 57% procrastinate on important financial decisions, 44% overspend to deal with stress, 44% make purchases they cannot afford and 41% avoid opening bills or reviving card statements. 44% also admitted they ignore a financial problem until it becomes a crisis.

Employers can partner with financial institutions to offer debt consolidation services or low-interest loans for employees struggling with debt. Providing access to budgeting apps or financial planners can also encourage employees to create and adhere to a financial plan. Organizing employee challenges that reward participation in financial planning and debt-reduction programs can also help employees reach their financial goals.

Financial burnout affects the mental, physical and financial health of employees nationwide. Employers can play a crucial role in mitigating this stress by offering comprehensive healthcare benefits, financial literacy programs and resources to support better budgeting and debt management. By taking proactive steps, organizations can both improve the well-being of their teams and foster a more productive workforce.

Tackle financial burnout head-on with direct help from Best Money Moves.

Best Money Moves is an AI-driven, mobile-first financial wellness solution designed to help employees with varying levels of financial knowledge dial down their most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal, ranging from debt management to purchasing a home. With 1:1 money coaching, budgeting tools and other resources, our AI-driven platform is designed to help bolster employee financial wellbeing.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

How to use benefits to stand out to top talent. Companies need a competitive benefits package to attract and retain top talent. Here are the standout benefits your employees are looking for.

Offering a good salary isn’t enough to attract cream of the crop employees — top talent want an employer that’s invested in their development and wellbeing, both professionally and personally.

People are critical to a company’s success, so having a strong talent acquisition strategy is key in today’s competitive job market.
Learn how employers of choice are going beyond competitive pay to attract top talent, and ultimately retain top employees.
Companies, regardless of industry and size, struggled with full-time hiring in 2024 — better benefits can boost talent acquisition efforts.

According to research by the Society for Human Resource Management (SHRM), over 3 in 4 companies struggled with full-time hiring in 2024 and nearly 1 in 2 companies have difficulty retaining top talent. This is because top talent are increasingly shopping around for an employer that values their wellbeing, even if that means leaving their current employer.

SHRM’s research also found that regardless of industry or size, recruiting top talent remains a key business issue for all companies.

On the other hand, companies that had success with recruiting in 2024 often cite their strong benefits package as a success factor, according to SHRM. Having a competitive benefits package doesn’t only help get top talent in the door — in the long term, unique value-driven benefits can help retain talented employees.

3 Standout Benefits to Help Attract & Retain Top Talent Employees

1. Tuition support for employees and their family

The cost of attending college and other education programs has skyrocketed in recent decades. As a result, cost has become a large barrier to education for many, but it doesn’t have to be this way.

To support employees’ self-development and improvement, companies are increasingly investing in tuition assistance programs. For instance, some employers of choice offer up to 100% tuition reimbursement for educational self-improvement, including professional training and degree-seeking programs.

Even if the employee themselves isn’t interested in tuition assistance, at some companies this benefit can be leveraged to support the educational costs of an employee’s spouse and children.

2. Flexible work models (hybrid, remote)

Although many companies are shifting back in-office, hybrid work models are here to stay.

Many employees value having the opportunity to work remotely, whether full-time or several days a week. This is because flexible work models can help support employees’ work-life balance, while also creating a more inclusive work environment.

Flexible work models allow all employees to participate in the workforce — including parents, caregivers, and people living with disabilities.

Without hybrid/remote work, almost 40% of mothers say they’d need to decrease their work hours or leave their jobs entirely to meet their caregiver duties, according to research by McKinsey & Co.
In sum, hybrid work may seem like a simple offering, but it’s an impactful benefit that can go a long way for top potential employees.

3. Financial wellness & money management resources

A key step in creating a resilient workforce is meeting your employees’ most top-of-mind worries — and oftentimes, a leading stressor employees face is related to money.

Over 50% of employees say that they’re financially stressed, according to PwC’s 2024 Global Workforce Hopes & Worries survey. Prolonged financial stress can impact employees’ ability to focus and perform their best, which can ultimately lead to lower productivity.

To help employees dial down their money worries, employers of choice have increasingly invested in financial wellness benefits and resources.

Whether it be 1:1 financial advising or personalized savings programs, offering money management benefits can help employers demonstrate to future employees their commitment to all aspects of employee wellbeing, including financial wellness.

Offer top benefits to attract top talent with help from Best Money Moves.

Best Money Moves is an AI-driven, mobile-first financial wellness solution designed to help employees with varying levels of financial knowledge dial down their most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal, ranginging from debt management to purchasing a home. With 1:1 money coaching, budgeting tools and other resources, our AI-driven platform is designed to help bolster employee financial wellbeing.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.

The 4 Important Insurance Terms Gen Z Employees Need To Know. Gen Z employees often struggle to understand common insurance terms. Learn about how employers can help with financial wellness benefits.

Insurance is a complex topic, no matter how experienced you are. However, Gen Z employees are suffering from a lack of knowledge of insurance terms and policies. In fact, only about a quarter of Gen Z adults could define the terms “deductible” (27%) and “copay” (29%) when surveyed National Association of Insurance Commissioners (NAIC). Around 35% said they could define “out of pocket.” Just 19% said they understood the term “out-of-network.”

Engaging with insurance is key to developing a strong sense of financial security. You can accrue significant savings from the right health, auto or renters policy. This may prevent many Americans from taking on crippling debt.

Here are the top insurance terms your Gen Z employees should know and why they matter.

The Top Insurance Terms Your Gen Z Employees Should Know

Open Enrollment is when employees can sign up for, adjust or change their health insurance policies. It is vital for employees to understand when this period starts and ends, in order to be prepared if they (or someone in their family) get sick. Reviewing their plan may also expand their ability to receive prescription drugs and specialized care for certain illnesses.

A MetLife survey found that 30% of Gen Z workers regretted their open enrollment decisions. Over 25% said they didn’t select enough benefits during the year before. In fact, nearly half of Gen Zers said they waited too long before choosing benefits. 53% said they didn’t even understand what was being offered.

A deductible is the amount of money an individual pays (per year or per condition) before insurance companies begin covering any expenses. A copay is a similar fixed payment that occurs each time an individual sees a doctor. A premium represents the actual cost of an insurance plan, dictating the amount a person pays to keep their plan active.

According to WorkLife, only 60% of Gen Zers understand these three insurance terms and can explain how they relate to their coverage. Confusion surrounding insurance often causes people to turn to unreliable sources for help, which can lead to uninformed decisions. Defining insurance terms helps employees to make the most out of their healthcare benefits.

Financial education bridges the information gap

In order to support your younger employees, insurance education must be transparent and personalized to each individual. To ensure your employees understand their insurance policies, include financial wellness into your benefits program.

A financial wellness program offers educational resources that gives your team the best chance to succeed. Their pressing questions about insurance, open enrollment and other guidance are packaged into simple, easy-to-understand articles and videos.

It’s clear that financial education, especially surrounding insurance, is vital for your employees’ success. Whether your workforce is fresh out of college or preparing for retirement, the help they need is readily available if your focus targets their financial wellness needs.

Best Money Moves is a mobile-first financial wellness solution designed to help dial down employees’ most top-of-mind financial stresses. As an easy-to-use financial well-being solution, Best Money Moves offers comprehensive support toward any money-related goal. With 1:1 money coaching, budgeting tools and other resources, our AI platform is designed to help improve employee financial well-being.

Whether it be retirement planning or securing a mortgage, Best Money Moves can guide employees through the most difficult financial times and topics. We have robust benefits options for employers, regardless of their benefits budget.

Our dedicated resources, partner offerings and 1000+ article library make Best Money Moves a leading benefit in bettering employee financial wellness.

To learn more about Best Money Moves Financial Wellness Platform, let’s schedule a call. Contact us and we’ll reach out to you soon.