As Open Enrollment (OE) season approaches, employers are once again reviewing their employee benefits lineup - and for good reason. The market for talent remains competitive, and voluntary benefits are increasingly seen not as extras, but as essential tools for promoting employee engagement, satisfaction, and long-term retention. 

In fact, according to Gallagher’s 2024 Workforce Trends report, 86% of employers say voluntary benefits are central to their wellbeing strategy. That’s no surprise: today’s workforce is more diverse than ever, and employees are looking for benefits that meet their personal, financial, and lifestyle needs. Not just their medical ones. 

So which benefits are making the biggest impact heading into OE 2025? Here are the five voluntary benefits employees are actively asking for, and why they should be on your radar this enrollment season. 

1. Supplemental Health Benefits 

As healthcare costs continue to rise, employees are looking for ways to protect themselves from out-of-pocket expenses that traditional medical insurance may not fully cover. Supplemental health benefit options like critical illness, accident, and hospital indemnity insurance provide cash payments in the event of a covered event. 

These plans are especially popular among younger workers, gig economy participants, and families with high-deductible health plans (HDHPs). They provide peace of mind without adding significantly to monthly premiums. And for HR teams and brokers, they’re a low-lift way to boost the perceived value of your benefits offering. 

Supplemental health plans help bridge the gap between medical coverage and financial security, which is an increasingly relevant concern for employees navigating inflation and rising healthcare deductibles. 

2. Financial Wellness & Identity Protection 

Student loan debt, rising housing costs, and soaring childcare expenses are putting employees under pressure. As a result, they’re increasingly turning to employers for support through meaningful benefits. Voluntary benefits like financial coaching, student loan assistance, identity theft protection, and budgeting tools are becoming key differentiators in open enrollment communications. 

A growing number of employers are bundling these services with long-standing offerings like life insurance or disability coverage to create more cohesive financial wellness packages. Identity protection, in particular, has surged in relevance amid high-profile data breaches and increased remote work. 

Providing financial wellness tools supports employee engagement by reducing stress, increasing productivity, and showing that your organization cares about employees’ lives beyond the workplace. 

3. Mental Health & Lifestyle Support 

Employees are no longer shy about expecting meaningful mental health resources. And while access to therapy is critical, today’s employees also want benefits that support broader lifestyle wellbeing, like stress management apps, sleep tracking tools, mindfulness subscriptions, and caregiver resources. 

Voluntary benefits in this category often include Employee Assistance Programs (EAPs), digital coaching platforms, and even subsidies for fitness or wellness memberships. These offerings are particularly valued by Millennial and Gen Z workers, who tend to view mental and physical health as interconnected and expect employer support for both. 

The best-performing companies know that employee satisfaction is closely tied to mental wellbeing. Offering scalable, accessible tools helps employees feel seen and stay well. 

4. Pet Insurance & Pet Benefits 

As more employees view their pets as part of the family, pet benefits are becoming indispensable. This is especially true in hybrid and remote workplaces, where employees are spending more time at home with their animals and increasingly expect support for their care. 

Pet insurance continues to be the most sought-after option. It helps employees cover the high cost of unexpected veterinary expenses and offers peace of mind in moments of crisis. But today’s best programs go even further, offering discount plans, telehealth, and preventive care options for a broader range of pets, not just cats and dogs. 

Plans like Total Pet Plan from Pet Benefit Solutions provide 24/7 access to telehealth support, discounts on food and prescriptions, and even lost pet recovery services, making them a comprehensive and affordable alternative to traditional insurance. 

Pet benefits are one of the fastest-growing voluntary benefits categories, and they resonate strongly with younger workers and multigenerational households alike. Including them in your OE strategy helps boost employee engagement and shows that your company understands what matters to modern pet families. 

5. Legal & Family Support Services 

Life doesn’t pause during work hours, and employees often need help navigating major events like estate planning, adoption, elder care, or legal disputes. That’s why legal service plans and family-focused support tools are gaining popularity. 

Modern legal plans go beyond basic will preparation. Many now include services for surrogacy agreements, name changes, real estate transactions, and more. Combined with benefits like backup childcare, fertility assistance, or parental coaching, these offerings create a strong foundation of trust and long-term employee satisfaction. 

Employees are more likely to stay with companies that support them through life’s complexities beyond their work milestones. Legal and family benefits fit those criteria, signaling that you see the whole person, not just the job title. 

Why the Right Mix Matters for OE 2025 

The common thread across all five of these voluntary benefits reflect employees’ real lives. After all, workers want more than coverage. They want support, flexibility, and relevance. 

As HR administrators, benefit brokers, and employers look ahead to Open Enrollment, the key is offering the right mix of benefits that your workforce truly values and will definitely use. 

According to Mercer’s latest voluntary benefits research, 67% of employers are expanding their offerings to include more personalized choices. That’s because personalization drives participation, and participation drives impact. 

Better Benefits, Stronger Engagement 

Employee benefits have always played a role in attracting and retaining talent, but now they’ve become something more: a reflection of how much a company listens to its people. 

Offering the right voluntary benefits demonstrates that your organization is paying attention. And when employees feel supported in the ways that matter to them, they respond with loyalty, trust, and long-term engagement. 

Looking to expand your voluntary benefits with meaningful perks like pet care support? 

Visit Pet Benefits Solutions to explore flexible options that make open enrollment easier and more impactful for everyone.