How should your employee benefits scheme look in 2026? 

By Jo Kansagra, Head of People at Virgin Incentives and Virgin Experience Days 

The way we work has changed dramatically and employee expectations have shifted with it. As we move into 2026, employee benefits schemes need to move beyond static packages and instead offer meaningful, flexible support that reflects real life. 

For HR teams and benefits managers, the challenge is designing an approach that supports people throughout their careers, strengthens engagement and helps organisations stand out in a competitive talent market. So, what defines an effective employee benefits scheme in 2026? 

The evolution of employee benefits 

Traditional benefits packages focused on core entitlements, such as annual leave, pensions, healthcare and occasional bonuses. While these remain essential, they are no longer sufficient on their own. Today’s workforce spans multiple generations, life stages and personal circumstances. A single, uniform offering cannot meet such varied needs. Modern benefits schemes are therefore shifting away from fixed checklists towards more flexible frameworks that allow employees to access support that feels relevant to them at different points in their lives. 

This evolution also reflects a broader shift in what employees value. Benefits that contribute to personal development, meaningful recognition and genuine wellbeing now play a far greater role in shaping how people experience work. 

Loyalty bonuses and long-service recognition – Employee retention remains a pressing issue, with 51% of HR professionals stating that it is, or will be, their organisation’s biggest challenge. As a result, work anniversary awards and loyalty bonuses are becoming an important way to recognise sustained contribution. 

Long-service awards are most effective when they move beyond generic rewards. In 2026, schemes are focusing on choice and memorability. Experiential and multi-choice gift cards, for example, allow employees to select rewards that align with their interests, whether that’s travel, dining, family experiences, or personal milestones. 

Learning and development opportunities – Employees increasingly expect their employer to invest in their growth. LinkedIn’s 2025 Workplace Learning Report found that 84% of employees believe learning adds purpose to their work. 

A strong learning and development offering includes personalised learning pathways, a mix of technical and leadership skills, wellbeing-focused development, and clear progression frameworks. When employees can see how their skills and careers can evolve, learning becomes an integral part of engagement rather than a standalone benefit. 

Life-stage-centric benefitsOne of the most significant developments in benefits design is the move towards life-stage-centric support. Rather than targeting benefits by age, this approach recognises that employees’ priorities evolve over time. Early-career employees may value experiences that build confidence and connection, while mid-career professionals often prioritise flexibility, family support, and wellbeing. Later in their careers, employees may appreciate benefits that recognise long-term contribution or support meaningful life transitions. Offering choice across these stages allows organisations to support individuals without making assumptions about what they need. 

Inclusive reproductive health benefits – Inclusive reproductive health benefits are becoming a core component of modern benefits strategies, particularly for organisations seeking to attract and retain younger talent. 

Support for fertility treatment and IVF, pregnancy loss, adoption, surrogacy, and menopause reflects the diverse experiences employees may face. Providing structured, inclusive support during these moments helps create a workplace culture rooted in fairness, empathy, and trust. 

Workplace wellbeing that delivers real impact 

However, all of these wellbeing initiatives are only effective when employees can easily access and use them. In fact, 85% of employees consider wellbeing support to be just as important as salary. This places greater emphasis on practical solutions rather than symbolic gestures. Financial wellbeing, in particular, continues to be a major concern. TELUS Health’s Mental Health Index shows that one-third of employees cite finances or economic conditions as their main source of personal stress. In response, employers are increasingly offering tools such as financial education, budgeting support, debt management resources, and savings initiatives to help reduce everyday pressures. 

Mentorship and connection programmes 

With hybrid and remote working now firmly established, maintaining strong workplace connections is a growing priority. Mentorship and connection programmes are increasingly valued as benefits that support development and inclusion. 

By pairing employees across teams, generations, or backgrounds, organisations can encourage knowledge sharing, strengthen relationships, and build a more cohesive culture, regardless of where employees are based. 

Communicating benefits effectively 

Even the most thoughtfully designed benefits scheme will fall short if employees are unaware of what’s available. TELUS Health’s Mental Health Index found that three in five workers experience unclear or inconsistent communication about health and wellbeing programmes. 

In 2026, effective benefits communication is simple, regular and delivered through multiple channels. Clear communication increases understanding, uptake and perceived value, often without requiring additional investment. 

Designing benefits for 2026 

An effective employee benefits scheme in 2026 is built on understanding people, offering meaningful choice and providing support that extends beyond the workplace. By focusing on relevance, clarity and impact, organisations can create benefits experiences that resonate with employees and support them throughout their working lives. 

Disclaimer: The views expressed in this opinion piece are those of the author and do not necessarily reflect the views of The Well Crowd. This content is for information and discussion purposes only and should not be taken as medical, health, or professional advice.