A quick summary:
The world of work has never been under more pressure to evolve. Our 2026 trends report demonstrates the current employee benefits landscape: rising burnout, mounting financial stress, and benefits budgets that simply aren’t delivering results. But amid the noise, four key trends are reshaping how progressive employers will support - and retain - their people in 2026 and beyond.
1. Family-friendly and FemCare benefits are evolving
2026 must mark a major shift in how employers approach reproductive and family health. It’s no longer enough to offer enhanced maternity leave or flexible hours (although you should absolutely do both!) Modern “family-friendly” benefits encompass fertility support, miscarriage and bereavement leave, FemCare, enhanced parental policies, and even menstrual cycle-aware work models.
- 71% of employees now view reproductive benefits as retention-critical.
- Yet only 26% of UK employers have a menopause policy - despite the fact 1 in 6 women aged 40–60 have considered quitting a job due to lack of support.
Companies leading the charge recognise that supporting parents and caregivers isn’t just compassionate - it’s a strategic move to attract and retain top talent, while reducing the “brain drain” caused by poor workplace support.
2. Neurodiversity: From awareness to action
Neuroinclusion has finally moved from buzzword to business priority. Diagnoses of ADHD and autism have increased by 600% since 2022, yet 40% of employers still aren’t prioritising neuroinclusion.
The message from our research is clear: awareness alone isn’t enough. The next evolution involves tangible action - from ADHD coaching and sensory-friendly workplaces to flexible working models that enable neurodivergent employees to thrive.The most forward-thinking employers will make neuroinclusion a core part of their wellbeing strategy, not a tick-box exercise.
3. Weight management goes holistic
The fitness and wellbeing space is splitting in two. On one side sits traditional gym culture; on the other, the rise of medical and holistic weight management, including the use of GLP-1 medications.
This shift is about health outcomes, not aesthetics. With obesity costing the UK economy £31 billion annually in lost productivity, employers have a vested interest in supporting healthier lifestyles.
Forward-thinking businesses are broadening their offerings beyond gym memberships to include personal training, yoga, nutrition coaching, and even part-funded access to GLP-1 programmes. The data is compelling:
- 78% report improved mood on GLP-1s
- 62% feel more supported when employers provide access
- 53% are more productive at work when losing weight
The takeaway? Personalised, flexible wellbeing options beat one-size-fits-all fitness benefits every time.
4. Financial wellbeing takes center stage
As the cost of living continues to bite, financial stress has become one of the biggest threats to employee wellbeing - and performance. According to Heka:
- 89% of employees worry about covering basic costs
- 47% report worsening mental health due to money concerns
- 21% say financial stress impacts their job performance
The next generation of benefits must go far beyond pay rises. Expect to see employers investing in financial coaching, debt management tools, flexible pay access, and savings education. The goal: empower people to take control of their finances and reduce anxiety - because a financially stable employee is a more focused, engaged one.
The bigger picture
Our 2026 Trends Report makes one thing crystal clear: chasing shiny new benefits each year isn’t sustainable. The future belongs to organisations that personalise, simplify, and humanise their benefits approach. 2026 is the year of adaptive, health-led, data-informed benefits - where personal wellbeing and business performance finally align.
Don’t just offer benefits; make them count. Heka brings everything together - and makes employee benefits work. Get in touch to simplify your benefits with Heka.
