Heka report warns that outdated workplace benefits are failing employees as wellbeing pressures rise 

A new report from workplace benefits platform Heka warns that employers must rethink how they support staff as financial stress, mental health issues and burnout continue to rise. The 2026 Employee Benefits Report highlights that traditional, static benefits models are no longer fit for purpose and that growing numbers of employees are disengaging from the support currently on offer. 

According to the report, 14 million sick days are taken each year due to poor mental health, costing the UK economy £300bn. Heka says tick-box benefits are failing to meet the needs of increasingly diverse workforces, with 21 per cent of employees unaware of key benefits such as financial wellbeing support or mental health services. This lack of awareness results in productivity losses worth more than £3,000 per employee each year. 

Alex Hind, CEO of Heka, said:

“Workplace wellbeing is not a ‘nice to have’, it’s a necessity. When benefits are offered without strategy and flexibility to meet the individual needs of each employee, they become performative. Employee disengagement from benefits is often a symptom, not the root problem. Employees need to know exactly what’s available to them, so they can utilise support and, ultimately, thrive.” 

The report identifies persistent gaps between employer confidence and employee experience. While 72 per cent of employers believe their benefits meet staff needs, only 12 per cent of employees say they are “very satisfied” with their package. Heka’s own data shows that 94 per cent of employees choose benefits not commonly available through traditional schemes, underscoring unmet demand for preventative and personalised support. 

Family-friendly and reproductive health benefits remain limited despite high demand. Heka reports that 71 per cent of employees view reproductive benefits as retention-critical, but only 19 per cent of businesses have fertility policies in place. Menopause support also remains inconsistent, with only 26 per cent of employers offering a dedicated policy and 9.5 per cent including menopause training. 

Neurodiversity support is another growing priority. With a 600 per cent increase in adults seeking ADHD and autism diagnoses since 2022, Heka warns that masking symptoms in the workplace can lead to burnout and disengagement. Yet 40 per cent of businesses still do not prioritise neuroinclusion. 

Weight management is also evolving as a workplace issue. The report notes rising interest in GLP-1 medications such as Mounjaro. Access has become more difficult since price increases in September 2025, and 62 per cent of employees say they would feel more supported if employers offered weight management as a benefit or part-funded treatment. More than half (53 per cent) say they are more productive after only a few weeks on GLP-1s. 

Financial strain continues to affect work performance. The report shows that 21 per cent of employees say their money worries affect their job performance, while 89 per cent worry about covering basic monthly costs. Heka highlights the importance of flexible pay options, financial education and tools that help employees manage stress linked to financial uncertainty. 

The report concludes that employers need to shift to “adaptive, health-led, data-informed” benefits models that prioritise awareness, personalisation and early support. Heka’s behavioural data shows that 81 per cent of platform usage focuses on preventative health, which the company says is key to sustaining high performance and reducing absence. 

Hind said the findings are a wake-up call for employers navigating rising wellbeing demands: “Unused, band-aid solutions to wellbeing are proving merely performative in a workplace burnout epidemic.” 

The full report is available through Heka.