Employee benefits have come a long way from standard pensions and annual leave; today’s compensation packages usually have multiple elements to support employee health and wellbeing. But with all this progress, a fundamental question remains: Are employee benefits really meeting the needs of the modern workforce?
Our annual Mind the Gap survey revealed insight into where employees feel support is missing the mark. From health to finances, employees highlighted key areas where they need more meaningful provision.
We’ve explored the top three areas, revealing where the biggest gaps lie and why it’s time to prioritise the delivery of support that truly matters.
Physical Health:
For many employers, supporting physical health used to be a simple tick-box exercise – subsidised gym access, cycle-to-work schemes and the occasional wellbeing week. But today’s workforce has different expectations and more complex health concerns – including rising musculoskeletal issues, now accounting for nearly one‑fifth of UK adults and a leading cause of sick leave [1], and an 18% increase in cancer‑related referrals causes NHS delays to grow [2].
We are also seeing the need to support chronic conditions; 40% of UK adults report having at least one chronic condition [3] – many of which require long-term proactive health management. To truly meet employee needs, companies must rely on utilisation data and employee feedback to design support that’s targeted, relevant, and accessible. This means moving beyond generic offers and towards personalised, preventive solutions – whether that’s virtual GP access, cash plans, physiotherapy, or proactive health screenings.
Despite this, many employers still rely on traditional offerings that don’t always support those who need it most. In fact, research from 2024 found the number of working days lost due to sickness or injury was an estimated 148.9 million, with minor illnesses being the biggest contributor [4]. The opportunity for impact is significant, but only if the gaps between provision and need are closed.
Current Finances:
Rising living costs, mortgage pressures, and debt levels are pushing money worries to the top of many employees’ minds, with 1 in 3 people living in the UK reporting that financial stress had has an impact on their mental health, with managing debt a key connection [5]. Yet financial support in the workplace often stops at pension contributions and the occasional financial education session; our research found that 29% of employees want more support with their financial health [6].
Our 2025 Financial Wellbeing Survey reveals a telling disconnect, 40% of employees aren’t sure if they receive any financial support at all, suggesting the issue may lie as much in communication as in provision, employees cannot engage with benefits they don’t know about. Meanwhile, long-term financial security remains the top concern, yet only 9% of employees say they receive support for this beyond pensions [7].
This mismatch is critical. Poor financial health doesn’t stay at home; it poses a potential risk for employers – financial stress could lead to a decrease in productivity and cause increased absenteeism. Employees need practical, timely, and inclusive support.
Mental Health:
Although we are seeing a rise in mental health support in the workplace, the reality is that for many employees, existing support still falls short. There is a demand for fewer one-off initiatives and more ongoing, deeper, and consistent care.
Forbes reported that 74% of employees reported bad mental health at work and that 50% of the population is expected to be diagnosed with a mental health disorder in their lifetime [8]. This is a clear call to action for employers to prioritise emotional wellbeing by delivering support that is not only targeted and accessible, but also clearly communicated and embedded into everyday culture.
To drive real impact, support must be proactive, continuous, and integrated. That could look like training for managers, workload management, clear boundaries, senior leaders leading by example and a culture that prioritises rest and recovery.
It’s important for companies to recognise that the presence of support doesn’t automatically mean it’s effective. Provision doesn’t equal precision.
Many employers offer a wide range of benefits, but without clear insight into what employees utilise and value, these efforts can create a false sense of support and lead to wasted spend. Our Wellbeing Revolution survey revealed that 46% of businesses lack accurate data to inform their wellbeing decisions [9], highlighting a major gap between intention and impact.
Precision starts with transparent communication and meaningful employee involvement. A one-size-fits-all approach simply won’t work for a workforce that spans multiple generations, cultures, and personal circumstances.
Benefits should be about offering what matters most. Aligning support with the real, lived experiences of employees is what turns good intentions into successful businesses and thriving employees.
How can companies bridge the gap?
Here’s what employers can start doing today:
- Reassess current benefits strategy: Evaluate what you offer, look for gaps and return on investment.
- Segment your approach: A one-size-fits-all benefits package may not work in a diverse workforce.
- Involve employees: Look to uncover emerging needs early.
- Normalise support: Look to embed it into your culture, leadership behaviours, and manager training.
[1]https://pmc.ncbi.nlm.nih.gov/articles/PMC8887851/
[2] https://www.personneltoday.com/hr/cancer-and-musculoskeletal-disorders-referrals-2022/
[3] https://digital.nhs.uk/data-and-information/publications/statistical/health-survey-for-england/2021-part-2/adult-health-general-health
[4] https://employeebenefits.co.uk/healthcare-and-wellbeing/1489-million-working-days-lost-to-sickness-or-injury-in-2024/280835.article
[5] https://www.pepper.money/blog/1-in-3-brits-report-mental-health-struggles-due-to-financial-issues/
[6] Mind the Gap 2024
[7] Financial Wellbeing Survey, 2025
[8]https://www.forbes.com/sites/bryanrobinson/2024/05/21/74-of-employees-report-negative-mental-health-at-work/
[9] Wellbeing Revolution 2024