If there’s one thing we know about employees today, it’s that they want more than a paycheck. With nearly two out of three employees indicating they would switch jobs for better benefits, the added perks of voluntary benefits will continue to play a central role in 2026.  

Heading into the new year, benefits brokers and employers should be prepared to adapt to the latest trends in workplace benefits, which range from whole-person support to pet insurance and wellness plans. As employees seek benefits that support all aspects of their lives, companies who respond with modern offerings will position themselves to stay competitive in attracting and retaining talent. Below are five major voluntary benefit trends of 2026 and what they mean for the year ahead. 

1. Holistic Health & Well-Being Take Center Stage 

Employees increasingly expect workplaces to support their overall well-being, encompassing mental, physical, emotional, and family-related aspects. Strengthening holistic wellness benefits also supports retention and internal mobility within organizations. Areas of focus for voluntary benefits include: 

Mental health access. While there’s reduced stigma around seeking help for mental health issues, there’s still room for improvement. Employee benefits packages can help streamline access to care with options for virtual care, digital therapy apps, text-based counseling, and telepsychiatry services.  

Caregiver support. More employees than ever are caring for older adults or loved ones with special needs or complex medical conditions. Benefits such as caregiver resource guides, stipends, and expanded family leave enable employers to recognize and support employees juggling work and family commitments. 

Family-building and fertility benefits. Fertility treatment discounts, fertility preservation, adoption assistance, and surrogacy support are also becoming more accessible across industries. In one report, 63% of employers said they plan to increase their family-building benefits, helping them earn employee loyalty and enhance productivity. 

Together, these life-stage health benefits address employees’ full scope of personal and family needs, not just clinical care. 

2. Virtual, Hybrid, and AI-Powered Health Solutions Grow 

Speaking of virtual care, technology continues to reshape how employees access health services for themselves, their families, and even their pets. In 2026, virtual and hybrid care models will play an even larger role in enhancing the employee experience.  

Research shows that telehealth is not only improving access to care but also improving patient outcomes. By offering convenient and cost-effective alternatives to in-person visits, telehealth services eliminate barriers to getting proper care.  

Benefits navigation tools powered by artificial intelligence (AI) are also becoming more common. These platforms help guide employees during enrollment selections, answer routine HR questions, and recommend the best benefit options for their needs. 

For employers managing distributed or hybrid teams, virtual care and AI support in benefits admin platforms help make benefits accessible for everyone, regardless of location. 

3. Pet Benefits Continue Their Upward Momentum 

As lifestyle-oriented benefits grow in popularity, pet benefits continue to be a popular voluntary benefit. With nearly 70% of U.S. households owning a pet, employers are responding by offering a range of pet-related voluntary benefits 

From employer-sponsored pet insurance to pet wellness plans and pet discount plans, these offerings help reduce pet-related financial stress. Organizations that incorporate pet benefits into voluntary benefits packages meet the needs of pet-centric households, where pets are core members of the family.  

4. Financial Wellness Becomes Foundational, Not Optional 

Inflation, debt, and financial worries continue to weigh heavily on employees. In fact, one study found that 70% of Americans say financial uncertainties have made them feel depressed and anxious. Another found that 72% of respondents lack adequate savings, while 83% carry a balance on their credit cards. 

Employers can play a central role in alleviating financial stress, even if they can’t offer across-the-board pay increases. In addition to offering expanded access to mental health support, organizations can provide financial wellness offerings, such as:  

• Emergency savings programs 
• Retirement planning tools and resources 
• Financial coaching and budgeting tools 
• Debt-management support  

When employees feel financially stable, their stress decreases and engagement improves. Heading into 2026, financial wellness is no longer a “nice to have” — it’s an essential element of a well-rounded benefits strategy. 

5. Flexible Benefits Bundles & Personalization Expand 

Employees are increasingly seeking benefits that align with their personal lifestyles, family structures, and long-term goals. Customizable voluntary benefits and flexible plan design will continue to gain traction in 2026 as employees pick and choose the benefits that fit their lifestyles and career stages.  

As the workforce becomes more multigenerational and geographically distributed, personalization will remain a major driver of employee happiness and retention. Lifestyle spending accounts (LSAs) are one of the fastest-growing elements of this trend.  

While not yet mainstream, with HR Morning reporting that just 4% of companies offer these accounts, LSAs are becoming increasingly popular. With LSAs, employers can allocate a set amount of funds that employees can use on eligible lifestyle and wellness expenses, such as fitness programs, professional development, family care, and home office improvements. 

Benefits Trends 2026: What They Mean for Employers 

With 2026 just around the corner, there’s no better time to embrace the benefits trends taking shape. The core themes of personalization, flexibility, and holistic support will be integral when designing workplace benefits that meet employees’ evolving needs.  

Ultimately, employees want offerings that reflect their lives outside work, including everyday responsibilities, financial realities, family dynamics, and long-term well-being. Employers who meet these needs can enhance retention, boost employee satisfaction, and attract top talent that’s seeking modern employee benefits. 

Support Employee Well-Being Through Pet Benefits 

As employee expectations shift, pet benefits have become one of the simplest, most effective ways to support households and differentiate a benefits package. Pet Benefit Solutions makes it easy for employers to offer high-value pet insurance, wellness plans, and everyday savings on pet care.  

Reach out to explore your pet benefit options and request a proposal today.