Voluntary benefits are no longer just “nice extras.” They are now a big part of how people judge the value of a job. What if your best employees started looking elsewhere? What if a competitor offered perks that actually made their lives easier? In today’s tough labor market, that’s not far-fetched.
Employees want choice and flexibility. They also expect employers to offer benefits that go beyond traditional healthcare insurance. At the same time, HR leaders must control costs and simplify the process. That’s where tech-driven tools help.
At FBC, we’ve worked with many companies that turned voluntary benefits into a real advantage! They can help you attract top talent and keep employees happy and engaged.
Let’s look at what employees want now and how technology makes the process easier. Find out how HR leaders can build a strategy that works in 2026 and beyond.
Why Voluntary Benefits Matter in Today’s Workforce
Today’s employees are looking for more than a paycheck and basic health insurance. They want a benefits package that fits their unique lives.
Voluntary benefits fill that gap. They give employees the power to choose what matters most to them—without the company covering everything.
From an HR perspective, voluntary benefits:
- Boost employee morale and retention.
- Help recruit talent in a competitive market.
- Support financial wellness and reduce stress.
- Show employees that leadership understands their diverse needs.
Consider the manufacturing company that struggled with turnover. They introduced new voluntary benefits, including accident insurance and tuition assistance for dependents. Within a year, their employee satisfaction scores went up. Plus, the company noticed they had fewer resignations. The program wasn’t costly but made a big difference to Arizona employees.
Top Voluntary Benefits Employees Want Now
Health and Wellness Add-Ons
Healthcare is still at the top of employees’ minds, but employees want more coverage than the basics. Popular options include:
- Dental and vision insurance: Often overlooked but highly valued.
- Critical illness and accident coverage: Extra protection gives peace of mind.
- Hospital indemnity plans: Help employees manage unexpected medical costs.
- Mental health programs: Counseling, therapy apps, and wellness stipends are becoming standard expectations.
Financial Security Benefits
Financial stress is one of the biggest challenges employees face. Offering benefits that provide a financial safety net can make a big impact. Examples include:
- Life insurance and disability coverage for long-term security.
- Student loan repayment assistance—a growing priority for younger workers.
- Retirement savings support, like financial coaching or 401(k) matching programs.
- Emergency savings accounts, are gaining traction as employees look for short-term stability.
Lifestyle Perks
Employees also value benefits that make day-to-day life easier. Some employers see these as nonessential. However, they often tip the scale when someone is choosing between two employers.
- Pet insurance is in high demand among younger employees.
- Legal services and identity theft protection help employees handle unexpected life events.
- Gym memberships and wellness perks support physical health.
- Flexible options allow employees to choose the perks that match their lifestyle.
Using Technology to Simplify Voluntary Benefits Enrollment
Voluntary benefits can be overwhelming without the right tools. Technology helps HR leaders present options clearly, reduce errors, and track participation.
Benefits Portals and Mobile Access
A central online portal lets employees compare options, enroll, and access information as needed. Mobile apps add convenience, especially for remote or hybrid staff.
Personalized Recommendations
Modern systems can suggest benefits based on employee needs. For example, younger staff might see student loan or pet insurance options. Older staff might see retirement or legal support. This keeps choices clear and avoids decision fatigue.
Data Tracking and Engagement Insights
Analytics show which benefits employees use and which ones they don’t. This data allows HR to:
- Adjust offerings based on participation.
- Improve communication for underused benefits.
- Justify the investment by showing ROI in terms of engagement and retention.
Aligning Voluntary Benefits with Workforce Expectations
Employees in 2026 expect benefits that are transparent, accessible, and flexible.
- Transparency: Clear cost breakdowns and straightforward language are essential.
- Accessibility: Employees want mobile-friendly platforms and 24/7 access to information.
- Flexibility: Different generations prioritize different benefits.
Gen Z often looks for student loan help and mental health support. Gen X may care more about retirement savings and legal services. The key is offering a mix of traditional protections with modern perks to meet diverse needs.
Helping HR Leaders Streamline the Process
Managing voluntary benefits doesn’t have to be complicated. With the right partners and tools, HR can make the process smooth for both employees and the company.
- Partner with brokers and tech providers to help consolidate offerings into one platform.
- Train HR staff to explain benefits in plain language and guide employees through their options.
- Create a year-round communication plan that keeps employees informed—not just during open enrollment.
At FBC, we remind HR teams that benefits communication should be continuous. If employees only hear about voluntary benefits once a year, they’ll miss opportunities to take advantage of them.
Key Points
- Voluntary Benefits are now a core part of total compensation. They are a key driver of employee satisfaction.
- Popular benefits include health add-ons, financial protections, and lifestyle perks.
- Technology simplifies the process with portals, mobile apps, and personalized recommendations.
- Employees expect transparency, flexibility, and benefits that match their unique needs.
- HR leaders who simplify and communicate year-round improve retention and engagement.
Ready to turn voluntary benefits into a competitive edge? Discover how the right strategy can attract talent and keep employees engaged. Connect with FBC today!
