In the midst of the Great Resignation, benefits are more important than ever for groups and individuals alike. About 37% of employees would rather receive more substantial benefits than additional salaries or bonuses.

That means that in-office perks like free snacks or casual dress won’t necessarily cut it on their own. Instead, workers are looking for more specific, long-term investments into their financial and physical well-being.

Voluntary benefits

Historically, companies have offered blanket benefits and resources that give the same support to all their employees. Often, benefits packages are designed to satisfy employees in key groups, like emerging talent and leadership, while other employees’ needs are prioritized much lower.

Employees with mature careers and families to care for have different priorities in mind than those who are just starting out. In 2022, many employers are looking to design more flexible benefits packages so that all employees get more of the coverage they want, with less fluff. That means adding opt-in benefits like pet insurance, critical illness plans and increased mental health support.

Expanded health services

The pandemic solidly established the connection between employee well-being and productivity ― and employers took note. About 32% of employers indicated they were working on expanding and strengthening their virtual care or telehealth programs. Another 25% said that they would increase the mental health support services offered to employees.

Individuals who purchase their plans directly from you are also looking for virtual care programs. With these kinds of benefits becoming valuable, expect to see Employee Assistance Programs (EAPs) increase in 2022 as well.

Flexible work arrangements

Employees want to be able to design the work-life balance they need, rather than trying to fit in to what their company has previously set. The good news is if your group clients are looking to hire in 2022, you can share with them that flexible work will be an easy way to drive applications and retain employees.

Flexibility is the fastest growing priority for job seekers. Jobs that offer remote work receive four times the applications than onsite jobs do, LinkedIn found. But flexibility and remote work aren’t just good for getting new applications — employees who are satisfied with their work schedules and locations are more likely to enjoy working for you and recommend your workplace, according to the same study.

Paid family leave and child care assistance

The lines that separate work time and home life blurred significantly during the COVID-19 pandemic, and enrollees are looking for benefits that acknowledge the realities of life. Only 40% of employers offer paid family leave for both mothers and fathers, and only 6% offer child care benefits, despite many parents working full-time.

The lack of reliably safe child care during the pandemic has enrollees looking for financial support when it comes to child care and paid time off to take care of their kids. To build a benefits package that supports your enrollees and their kids, consider rebates or financial help with the costs of daycare, or even adding more paid time off to care for young children.

Investments for financial security

Did you know many Americans are living paycheck to paycheck? After roughly 9.6 million U.S. workers lost their jobs due to COVID-19, the stress of living without a solid financial backup has many people looking to boost their savings. Employees are looking to their employers for support when it comes to money, and they’re open to more than just a higher salary.

Employees indicate that financial benefits — like tools that automatically put part of their paycheck towards debt — would lead to less financial stress in their lives. Programs like emergency cash grants or loan programs have shown great results as well. In one study, 72% of employees who benefited from a hardship fund expressed they were more likely to stay with their employer and about 65% indicated that the fund greatly lessened their financial stress.

Whether you work primarily with groups or individuals, keep in mind that enrollees are looking for support. By taking a flexible approach to benefits packages that allow different priorities to shine, you’re expanding your pool of potential enrollees.