Employers are facing a tough reality: healthcare costs are expected to rise 8-9% this year, according to the Society for Human Resource Management. Meanwhile, MetLife reports that employees are seeking more support from their employers — not just at work, but also during key personal moments, such as financial stress, mental health challenges, or becoming a caregiver.
That means employers are stuck in a tricky spot — cut costs, but don’t cut corners. It’s a delicate balance, and the stakes are high. Today’s benefits advisors need to go beyond plans and pricing; they need to offer strategic guidance on cost-effective solutions that still deliver a meaningful, competitive employee experience.
The payoff of smarter benefits strategies
The return on thoughtful, well-aligned benefits strategies is tangible — and powerful. According to McKinsey, employers who prioritize holistic well-being and provide meaningful support see:
- More predictable healthcare costs
- Reduced absenteeism
- Significant improvements in productivity
- Increased employee engagement and retention
Making a real impact isn’t about offering everything — it’s about offering the right benefits. As healthcare costs rise, employers must balance managing expenses with offering competitive benefits, and advisors are uniquely positioned to guide them toward these smarter, more strategic choices.
3 high-value benefits to support the whole employee
Here are three high-impact strategies that strike the right balance between cost management and meaningful employee support:
1. Holistic family support programs
Comprehensive family care solutions — from elder care to on-site child care — help employees alleviate the stressors that compromise productivity and well-being. This enables them to thrive at work and at home. It’s tangible support that aligns with what today’s workforce expects: meaningful care that goes beyond perks and meets them in real-life moments.
When everyday care gaps are covered, absenteeism drops, morale rises, productivity improves, and organizations see measurable ROI in savings on well-being and healthcare costs. The Boston Consulting Group reports that working parents miss up to 13 fewer work days per year when they no longer have to juggle child care disruptions.
Mercedes-Benz, for example, partnered with Bright Horizons to provide holistic family support aimed at boosting employee well-being and work-life balance. Their on-site child care center does just that, creating a supportive work environment that drives retention — demonstrating how thoughtful family care drives long-term, meaningful results.
But with so many options and evolving employee needs, it’s not always clear which solutions will deliver the greatest impact. That’s where benefits partners play a critical role – as a strategic guide that helps employers cut through complexity, prioritize investments, and build a family care strategy that drives sustainable outcomes.
2. Integrated mental health and resilience programs
Sanofi’s holistic approach to mental health and resilience — offering resources like on-demand coaching — boosts employee engagement and retention. The organization’s family-friendly policies and career support show how comprehensive benefits drive long-term success and satisfaction for both employees and the company.
Recommending cost-effective digital tools, flexible EAPs, and integrated training can also help employers build a culture of care that minimizes absenteeism without breaking the bank.
3. Total financial wellness strategy
Financial wellness — the ability to manage daily expenses, handle emergencies, and plan for the future with confidence — is a key factor in overall employee well-being. As a result, it directly impacts productivity, stress levels, and retention.
Employers can support financial health through a careful selection of benefits, ensuring that they provide practical help for employees. Options like retirement contributions, student loan repayment assistance, and financial literacy workshops can empower employees without significantly increasing costs.
Papa Johns’ Dough & Degrees program is a standout example of financial wellness in action. Backed by EdAssist by Bright Horizons, it offers no-cost degrees, certificates, and high school completion to even part-time staff. The program removes education debt and builds clear career pathways, reducing financial stress and supporting employee retention.
The future of benefits: Supporting employees and protecting budgets
Today’s most effective benefits strategies balance employee needs with financial realities. By aligning business goals with well-being, employers can design programs that deliver lasting value. With the right partners, organizations can invest in benefits that ease real-life stressors, improve retention, and support a healthier, more resilient workforce.
Help your clients invest wisely. Discover family care benefits that meet real needs — and deliver real value.
