- Key insight: Discover how tailored, low-cost benefits reduce turnover and support productivity.
- Expert quote: Amanda Augustine urges prioritizing stability, balance and belonging in benefits design.
- Supporting data: Survey found compressed four-day workweeks particularly attractive to Gen Z.
- Source: Bullets generated by AI with editorial review
From heavy workloads to a hectic holiday schedule, employees could use a break with benefits that help
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"How can you offer benefits that provide stability, balance and a sense of belonging? Those are the areas that we see coming into play," says Amanda Augustine, a career expert at resume.io. "Are they being paid fairly? Are they getting mental health support in various programs, policies and benefits? What are the things you're creating that are going to provide a healthy workplace for all employees?"
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Reduce pressure when possible
Tailored flexibility
Augustine points out that flexibility doesn't have to mean working from home. Leaders can look for small ways to give employees more time to get their work done, such as no-meeting days or a reduction of meetings during the business's busiest times of year. Resume.io's survey found that compressed workweeks, such as a four-day schedule, were a big draw, especially for Gen Z. Allowing employees to set their hours based on personal schedules, timezone differences or to avoid long commute times is also helpful, says Augustine.
"It's about creating more autonomy," she says. "We talk about a lot of flexible work designs, and that typically translates to working remotely a portion of the time or starting your day at unconventional hours. Employers [can] explore other options that are available to determine what works best for them and for their organization and employees, because there is more than one way to do this, and you don't have to settle with just the obvious in terms of health and wellness and support."
Mental and financial wellness
In addition to paid sick leave, Augustine notes the positive message it sends when employers offer separately-labeled paid mental health days. This is especially impactful for employers whose competitors offer unlimited PTO, but aren't in a position to adopt the same strategy, she says.
"[It's] a quick win that isn't going to cost you a ton and isn't going to be as much of a logistical nightmare," Augustine explains. "It gives you that option, that accessibility, and that's also great if you have any EAP programs, [wellness] seminars or workshops that you're giving your employees access to, [because this gives] them time to to take advantage of those if they need it."
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When it comes to financial health, Resume.io's survey revealed a strong want for performance-based bonuses and paid overtime — two more ways to provide a financial boost — and Augustine suggests exploring cost-of-living adjustments, advance-pay options and savings education sessions.
"Financial planning sessions are often available if you're working with a vendor already for 401(k)s or things of that nature, can be virtual or on site, and can be very helpful and reduce some of the stress that comes with finances," she says. "This is a very small investment for the employer, but it can be incredibly beneficial, especially if you have employees that are newer to the workforce."
Setting the tone for 2026
Augustine urges benefit leaders to get an updated read on what matters most to their various employee demographics through surveys and vendor analytics, which makes workers feel heard and shines a light on what is most impactful.
"The theme for a chunk of this year and going into 2026 is, what do we do to get them to want to stay in the office and stay with our company," she says. "It's not just about luring them in and giving them a reason to return to an office, but now, what are we offering to ensure that they want to stick around, build their careers and help the organization achieve its goals?"
This is also a good time to ensure strong benefits education, communication and feedback routines are in place, all of which contribute to wellness becoming embedded in a company's culture. Having leaders engage with benefits themselves can incentivize employees to use them, too.
"It's one thing to offer a set of benefits and programs that are meant to reduce stress and improve overall well-being for your employees, but that's only half the battle," Augustine says. "The other half is building a culture that actually encourages and doesn't penalize its employees for taking advantage of said benefits and programming."
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Identifying existing stress-relievers and looking for low-lift additions can make the holidays far more enjoyable for employees and get 2026 off on the right foot. From there, benefit leaders can look at what things are most valued, and make them permanent fixtures in the company's overall employee-wellness effort.
"It's important that you're fostering a culture where these are prioritized," she says. "It's going to make happier employees, and that ultimately means more productive, efficient and effective employees who are going to positively benefit your bottom line."
