As we move through 2025, benefits managers are navigating a complex landscape shaped by rising healthcare costs, shifting employee expectations, and a diverse, multigenerational workforce. While cost-saving strategies remain crucial, voluntary benefits have become essential tools for attracting and retaining talent, offering flexibility and value to meet varied employee needs.
The Continued Rise of Voluntary Benefits
Voluntary benefits continue to provide significant advantages for both employers and employees. Employees often gain access to better pricing, plan designs, and underwriting support compared to individual market offerings. Features like payroll deduction, seamless enrollment alongside core benefits, and portability enhance their appeal.
In 2025, employers are expanding voluntary benefits to address holistic well-being, including mental health support, financial wellness, and family care. It has been found that 59% of workers seek nutrition and exercise programs, 58% desire mental wellness initiatives, and 44% are interested in eldercare support.
Here are four voluntary benefits to continue to watch in 2025:
1. Lifestyle Spending Accounts
LSAs have gained popularity as flexible benefits that allow employees to allocate funds toward various wellness-related expenses, such as fitness classes, mental health services, or home office equipment. These accounts empower employees to choose benefits that align with their personal needs and lifestyles.
2. Enhanced Mental Health Support
Recognizing the importance of mental well-being, employers are investing in comprehensive mental health benefits. This includes access to counseling services, stress management programs, and digital mental health platforms. Such initiatives not only support employee health but also contribute to increased productivity and engagement.
3. Family and Caregiving Support
With changing family dynamics, benefits supporting caregiving responsibilities have become more prevalent. Employers are offering paid leave for eldercare, childcare support, and even "pawternity" leave for new pet owners. These benefits acknowledge the diverse caregiving roles employees undertake and promote a supportive work environment.
4. Financial Wellness Programs
Financial stress remains a significant concern for employees. In response, companies are providing financial wellness programs that include budgeting tools, debt management assistance, and access to financial advisors. Such programs aim to alleviate financial burdens and enhance overall employee well-being.
Navigating Rising Healthcare Costs
One of the biggest challenges employers face in 2025 is the rising cost of providing healthcare coverage. There has been an almost 6% increase in health insurance costs over the past year, driven by inflation, high-cost treatments, and increased utilization as employees resume deferred care from the pandemic years. This comes on top of already substantial health plan expenses, which are consistently among the largest line items in a company’s benefits budget.
This financial pressure is not just a cost-management issue—it’s a strategic opportunity. Here’s where voluntary benefits come in: they offer a flexible, cost-effective way to round out the employee experience without adding significantly to fixed healthcare costs. Modern voluntary benefits extend far beyond vision or dental insurance; they now include wellness stipends, financial coaching, mental health support, caregiving assistance, and lifestyle accounts. These solutions address the root causes of high medical costs—like stress, burnout, and unmanaged chronic conditions—while giving employees personalized options that improve satisfaction and outcomes.
As we progress through 2025, by embracing this broader benefits strategy, employers can control medical spend while still meeting the expectations of a workforce that demands more choice, flexibility, and support. In doing so, organizations don’t just protect their bottom line—they also reinforce their value proposition as an employer of choice.
