As healthcare costs continue to rise and employee expectations evolve, many employers are rethinking how they support their workforce — not just to manage budgets, but to build resilience, engagement, and long-term sustainability.

Across industries, we’re seeing a shift: organizations are moving beyond traditional benefits to more holistic strategies that support employees in real-life moments — from caregiving to mental health to financial stress. These approaches aren’t just thoughtful; they’re proving effective.

What forward-thinking employers are doing differently

1. Expanding family care to reduce disruption and drive retention

One way organizations are evolving their approach is by expanding family care. They’re not just offering back-up care, but also exploring on-site child care and holistic senior care support. These programs help reduce absenteeism and improve productivity by addressing one of the most common sources of employee stress: caregiving.

Senior care needs, in particular, are becoming a more urgent focus, with employees increasingly supporting aging parents alongside their professional responsibilities. At the same time, accessible, high quality, affordable child care remains a critical need for working parents. 

Example: Mercedes Benz introduced an on-site center to support working parents and improve work-life balance. The result? Higher retention and a more engaged workforce.

Back-up care is a strong foundation. Adding support for other life stages like child care or senior care can deepen your impact across your workforce.

2. Integrating mental health into the everyday employee experience

Mental health is no longer a standalone benefit — it’s becoming part of the fabric of workplace culture. Employers are embedding mental well-being into daily operations through manager training, resilience programs, and on-demand coaching.

Example: Sanofi’s approach includes mental health coaching and family-friendly policies that support both emotional well-being and career development. 

Mental health support works best when it’s integrated. For organizations with an EAP in place, adding preventive programs and leadership support can help make well-being part of how people work, not just something they access when things get hard. 

Financial stress is a leading cause of distraction and disengagement at work. Many employers are responding by offering more than just retirement plans — they’re providing education, debt support, and career mobility.

Example: Papa Johns’ Dough & Degrees program, powered by EdAssist, offers no-cost education to employees, helping them reduce debt and build future-ready skills.

Once tuition assistance is in place, some organizations look to fill in other gaps – offering tools that help employees reduce financial stress beyond education costs. 

A common thread: well-being as a business strategy

What these organizations share is a shift in mindset: benefits aren’t just expenses — they’re a core part of business strategy. By aligning support with real employee needs, they’re seeing measurable returns in retention, engagement, and operational stability.

If you’re exploring ways to evolve your own approach, these examples offer a useful place to start. The most effective programs aren’t necessarily the most complex or costly — they’re the most aligned with the realities of your workforce and support people in the moments that matter.