A quick summary:
In today's ever-evolving workplace, one-size-fits-all benefits simply don't work. With four generations often working side by side - Gen Z, Millennials, Gen X, and Baby Boomers - the support they need to thrive is often wildly different. Gen Z are likely not prioritising pension contributions, while Boomers are often winding down their career development. Businesses are left scrambling to find wellbeing strategies that are both inclusive and adaptable, often adding app after app to their benefits roster to try and tick every box.
But the key to serving every generation is to look beyond demographics and see people as people. Retention and engagement are boosted when you meet people where they are, not just professionally, but personally too.
Here are the top three wellbeing trends helping employers support everyone in your team, regardless of age or life stage.
1. Personalised offerings
Today’s workforce expects benefits that reflect their individual needs. For younger employees like Gen Z and Millennials, health concerns such as sleep, gut health, and weight management are top priorities:
- 23% of Gen Z and 18% of Millennials struggle with sleep
- 13% of Millennials and 19% of Gen Z want mortgage or remortgage advice
- 28% of Millennials are focused on weight loss
- 13% of Gen Z are actively working on their gut health
These needs are diverse - but they’re not unmanageable. The solution? Personalisation.
It is vital to offer customisable benefits, from on-demand sleep coaching to financial advice tailored by life stage. When employees see that their specific needs are recognised, they’re more likely to engage - and stay. That’s a big deal when you consider that 43% of Millennials are thinking about leaving their jobs in the next two years, and 86% of Gen Z say having a sense of purpose at work is non-negotiable.
2. Tech-enabled accessibility
Your wellbeing programme is only as effective as its usability. 80% of employees want user-friendly, digital benefits platforms - and this spans across all generations.
Digital platforms that are intuitive, mobile-friendly, and personalised bridge generational gaps. Whether it’s a Baby Boomer accessing an online GP appointment, a Gen X employee receiving financial wellbeing support, or a Gen Z team member booking a sleep consultation, accessibility matters.
Leverage technology not just to deliver services, but to build habits, encourage usage, and track progress. Integrating wellbeing into the digital flow of everyday work life ensures it's not just a “perk,” but a real support system.
3. Clear communication and purpose-driven culture
While benefits are critical, how you communicate them - and the culture you build - matters just as much. The next-gen workforce demands clarity and purpose. 86% of Gen Z and 89% of Millennials say a sense of purpose at work is essential; yet many leave jobs within just a few years if they don’t find it.
Employers must clearly communicate what benefits are available, how to access them, and - most importantly - why they matter. Use storytelling, employee testimonials, and regular check-ins to bring your wellbeing strategy to life.
And remember, wellbeing isn’t just physical - it’s emotional, social, and professional. Offerings that foster community, support career development, and encourage balance can turn disengaged employees into loyal brand ambassadors.
Workplace wellbeing isn’t about trends - it’s about people. By personalising offerings, leveraging technology, and building a culture of clarity and purpose, you can support every generation in your workforce.
Because when everyone feels seen, supported, and valued, everyone wins.
Want to dive deeper into creating benefits that truly resonate across your workforce?Join our free webinar: Beyond Labels: Employee Benefits for Humans, Not Demographics
