What Today’s Workforce Really Wants from Their Benefits Package

In this article, you will learn how to build a competitive advantage in hiring and retention. We will go over critical topics in benefits, including the following:

• The top traditional benefits employees need as a starting point and some non-traditional emerging benefits that are increasingly being requested
• The biggest challenges employers face for offering comprehensive benefits and ways they can address them to attract and retain candidates
• How to design a benefits package in 2026 that will keep you ahead in this very competitive labor market.

Recently, we have examined how employers can humanize the hiring process and boost retention in a hybrid work environment. In both articles, we highlighted how employers and employees want a relationship built on trust, value, and mutual respect. 

As we look ahead to 2026, the job market should continue to be tight (check out our most recent Jobs Report Snapshots to see what we mean). But companies will always invest in top talent to stay strong through any economic cycle. Financial compensation is a start, but there’s more to the equation for developing long-lasting and successful relationships. 

What Do Your Top Recruits and Best Performers Want? 

Even though inflation remains a top concern, many workers are considering options beyond a salary.. As a whole, they want roles that support their financial goals, personal aspirations, and professional development. And employers have to figure out how to meet these needs while managing rising costs. 

Designing a benefits package that meets these goals isn’t easy—but when done right, it’s one of the smartest investments a company can make. We’ll explore both traditional and emerging benefits that can help you attract and retain the right people for your team and culture.

Benefits That Will Increase Job Satisfaction in 2026

A good salary matters, but today’s workforce is looking for more from their employers. Some will weigh certain benefits more than others, depending on their age, experience, and even their field. But the benefits we list below should help sway new recruits and entice current employees to stay. 

Health Insurance

Healthcare is a top priority for most employees for good reason. In an HBR study, 88% of job seekers said they’d accept a lower-paying job if it offered better insurance. Another study found that 77% of employees view benefits as essential to their overall physical and mental well-being.

While no single plan fits every organization, employees consistently value:

• Comprehensive coverage that includes medical, dental, vision, and mental health support
• Telehealth options for convenient and flexible access to care
• Affordable prescriptions that reduce everyday stress and financial strain
• Tax-free accounts (HSAs or FSAs) to help manage out-of-pocket costs. 

Retirement Benefits

Retirement benefits play a major role in building long-term loyalty. Employees want to know that their employer is invested in their future, too. One study showed that 87% of employees value retirement benefits, but only 54% of employers offer them. Employers who offer these benefits could positively improve morale and ensure their top recruits and performers want to stay: 

• Competitive Retirement Plans: A strong 401(k) match or pension program shows employees you’re committed to their long-term success. Matching employee contributions or offering financial incentives to save can significantly boost participation and satisfaction.
• Education and Financial Literacy: Hosting financial wellness sessions or providing access to planning tools helps employees make better decisions for their future. 
• Student Loan Assistance: Student debt is a major source of stress for today’s workforce. The average total student loan debt is around $30,000. Assistance or repayment programs are highly attractive perks for building loyalty and financial security.

Work-Life Balance

Employees want roles that respect their personal lives, family time, and boundaries. In one survey of workers across 35 countries, 83% said a better work-life balance is their highest priority for current or future jobs, edging slightly past job security and compensation. When organizations support work-life balance with the perks listed below, they are on the right track to better employee morale:

• Flexible scheduling with specified core hours for teammates to collaborate. 
• Remote or hybrid work options to increase time at home with family
• Stipends and reimbursement programs for remote setup and utility costs
• Paid time off to recharge and take care of personal responsibilities 
• Reasonable workloads and frequent check-ins to help prevent burnout

Emerging Non-Traditional Benefits

As competition for talent grows, many organizations are expanding beyond traditional benefits to meet the evolving needs of modern employees. These family and wellness benefits signal that your company understands and supports your employees in and out of the office:

• Family Support: Childcare assistance, fertility and adoption benefits, and paid parental leave are among the top emerging benefits that help employees manage life changes and growing families. Pet insurance for employees’ four-legged family members is another benefit that is becoming more common in benefits packages. 
• Wellness Perks: Employers can play a key role in helping employees stay physically and mentally healthy. Perks that can help boost health and wellness include onsite fitness centers and stocked employee kitchens, gym reimbursements, and dedicated employee assistance programs (EAPs) for mental health. 

How to Remain Competitive in a Tight Labor Market 

Employee expectations for benefits and perks may be clear, but many organizations face difficult challenges in delivering on them. We’ll walk through some of the most common challenges employers must creatively solve to provide better employee satisfaction while staying true to their business needs. 

• Rising Costs: Benefits expenses continue to climb due in part to higher healthcare costs and more health claims. Many employers are forced to make tough choices, like scaling back coverage or shifting costs to employees, which can impact morale and retention if not managed carefully.
• Leadership Buy-In: Getting leadership support for new or enhanced benefits can be difficult. Because the ROI of benefits isn’t always immediate, leaders may hesitate to invest in programs that don’t demonstrate value right away.
• Communication Gaps: Even the best benefits lose value if employees don’t understand them. 71% of employees reported that they want more information about their benefits, and 51% say they don’t fully understand their coverage. 

Designing a Benefits Package for 2026

To meet both employee expectations and business goals, companies must be strategic in their approach when it comes to benefits. As you can see from the list we compiled, a well-designed 2026 benefits package will have comprehensive healthcare, retirement, and family options, but not all perks need to be monetary. 

Each company is different when it comes to size, revenue, and organizational structure, but here are a few guidelines to keep in mind to attract and retain the best employees for your team: 

1. Prioritize health and financial stability with comprehensive insurance and retirement options.
2. Offer flexibility and choice so employees can tailor benefits to their needs.
3. Gain leadership support early by aligning benefits with measurable goals like retention, productivity, and engagement.
4. Communicate proactively (not just during open enrollment) to help employees understand and appreciate their benefits.
5. Track impact by regularly surveying employees and adjusting programs based on feedback.

The most successful employers in 2026 will be those who see benefits as strategic investments in people and their performance. At J&J Staffing, we help employers attract skilled talent and build teams that last. When you pair our staffing expertise with the benefits employees want, you’ll create an environment where employees are excited to stay and grow. Contact us today to get started.