For human resources (HR) leaders and benefits brokers, 2025 brought its share of instability. Among them were rising healthcare costs, talent shortages, increased regulatory scrutiny, and growing employee expectations around flexibility and well-being.

Yet 2025 also delivered valuable lessons. It clarified what matters most to employees and where benefits strategies have room for improvement. As brokers and HR leaders look ahead at HR in 2026, new goals are taking shape, informed by the lessons of 2025. Here are five key takeaways to know, with an eye toward establishing workplace benefits that build strong cultures and resilient, engaged teams.

Key Takeaways: 5 Lessons From 2025

1. More is not always better. Employees value benefits’ relevance, clarity, and real-world usefulness over volume.
2. Predictability is key. Benefits that help employees plan and avoid financial surprises are increasingly important.
3. Voluntary benefits filled critical gaps without cost pressure. Pet benefits, wellness offerings, and lifestyle support can add value without significantly increasing employer spend.
4. Employee expectations go beyond traditional wellness. Employees expect benefits that support mental health, flexibility, and life outside work.
5. Education and support reduce HR strain. Benefits succeed when employees understand them and HR teams aren’t stuck in administrative overload.

Lesson 1: More Is Not Always Better

In 2025, employer healthcare cost increases averaged up to 9%, meaning HR leaders had to scrutinize every dollar spent. Going forward, they’ll need to justify programs based on real employee value, not status quo.

Offering more benefits does not automatically improve satisfaction. One recent global survey found that while 84% of employees feel well-informed about workplace benefits, only 61% are satisfied with their companies’ benefit offerings.

In 2026, the focus will continue to move toward benefits that employees understand, actively choose, and clearly benefit from — rather than complex, one-size-fits-all offerings.

Lesson 2: Predictability Is Key

Uncertainty was a defining theme of 2025. From inflation to healthcare expenses to workplace change, employees sought predictability wherever they could find it.

Benefits played a vital role in providing that stability. Employees gravitated toward offerings that helped them plan, budget, and avoid unexpected financial strain. Clear cost structures, transparent coverage, and straightforward enrollment processes became increasingly important.

This trend extends beyond medical coverage. Research shows that seven in 10 workers do not fully understand the benefits designed to support their health, finances, and families. Benefits perceived as confusing or unpredictable — even when well-intentioned — may add stress rather than relief.

In short, there’s often a disconnect between what employers offer and what employees actually comprehend. As HR leaders look ahead to 2026, simplifying the employee experience will be just as important as expanding coverage options. Benefits only deliver value when employees understand how and when to use them.

Lesson 3: Voluntary Benefits Fill Critical Gaps Without Cost Pressure

As core healthcare costs continued to rise in 2025, voluntary benefits emerged as a practical way to expand support without overspending. Employees say they’re increasingly happy with non-monetary benefits, such as wellness programs and flexible work arrangements, that meaningfully impact their day-to-day lives. From financial wellness tools to lifestyle and family-focused offerings, many employees desire voluntary benefits options that address real-life expenses and personal priorities.

Pet benefits are a clear example. With pet ownership growing across generations, pet-related expenses represent a significant financial and emotional concern for many employees. Amid rising healthcare costs, pet benefits offer a relatively low-cost benefit that enhances total rewards and supports employees’ well-being.

For HR leaders and brokers, the lesson is clear: Voluntary benefits are no longer secondary. When chosen carefully, they can cost-effectively complement core benefits while boosting employee engagement and satisfaction.

Lesson 4: Employee Expectations Go Beyond Traditional Wellness Programs

While voluntary benefits helped employers’ cost challenges, 2025 also changed how employees define wellness and support at work. Beyond gym reimbursements and step challenges, employees increasingly connected well-being to mental health, financial security, flexibility, and personal responsibilities outside of work.

This broader definition challenged HR teams to rethink how benefits support the whole employee, not just the employee at work. Benefits that acknowledged life outside the office resonated more strongly, especially during periods of stress and uncertainty.

Pet benefits fit naturally into this shift as well. For many employees, pets contribute to emotional health, enable predictable routines, and reduce stress. Supporting that part of employees’ lives positions employers as empathetic and tuned-in to modern workplace values — an important differentiator in a competitive talent market.

Lesson 5: Education and Support Reduce HR Strain

If 2025 taught HR teams anything, it was that adding benefits without adequate support creates more dissatisfaction, not less. Employees had more questions, higher expectations, and less patience for unclear answers.

Benefits that came with strong education, customer support, and system integration performed better — both for employees and HR teams. Brokers and employers increasingly valued benefit partners that could reduce administrative burden, address employee questions, and integrate smoothly with existing benefits administration platforms.

As benefits strategies grow more complex, this lesson will shape HR decision-making in 2026. The right partners do more than provide access; they help HR teams deliver benefits effectively without overwhelm.

Looking Ahead to HR 2026

The challenges of 2025 reshaped how HR leaders and brokers think about benefits. The biggest takeaway is that employees seek benefits that feel relevant, predictable, and supportive of real life. Meanwhile, employers want solutions that deliver value without adding operational complexity.

Voluntary benefits, including pet benefits, will continue to play an essential role in meeting both needs. With thoughtful implementation and clear, helpful education, they offer a way to enhance employee satisfaction while mitigating ongoing cost pressures.

As organizations head into 2026, Pet Benefits Solutions helps employers and brokers offer pet benefits that are both easy to administer and understand. We provide comprehensive support, integration, and guidance so HR teams can focus on the road ahead, while employees feel supported and more loyal to their employers. To learn more about supporting your benefits strategy in 2026 with Pet Benefits Solutions, request a proposal today.