What employees really want from their benefits during open enrollment 

• Key Insight: See why employees value benefits more when they feel relevant to their lives.
• What's at Stake: Employers risk leaving workers overwhelmed and disengaged when benefits are too costly, complex or disconnected from their needs.
• Supporting Data: Only 38% of employees feel confident navigating open enrollment, while just 66% say their benefits demonstrate that their employer cares.
  Source: Bullets generated by AI with editorial review

Just 38% of employees say they feel confident navigating open enrollment, according to a new study, highlighting an opportunity for benefit leaders to use AI-enabled decision-support tools to make those choices easier.

The research from Prudential's 2026 Benefits & Beyond study suggests that employees are more likely to value their benefits when those offerings feel relevant to their lives. That personalization can also make workers more confident in their benefit choices and more likely to feel connected to their employers.

"Life is full of milestones, transitions, and unexpected moments, and benefits should be designed with that reality in mind," said Michael Estep, president of Prudential Group Insurance. "As people's needs evolve, employers have an opportunity to provide benefits support that feels more relevant and, in return, build a more connected and loyal workforce."

The study, titled "The Future of Work: How benefits define culture and drive workforce loyalty," also found that benefits can be a powerful reflection of company culture, but only when they address employees' real-life needs. 

"The organizations that will stand out in the years ahead won't necessarily be the ones offering the most benefits," Estep said. "They'll be the ones helping employees get the most value from them."

While 89% of employers say their benefits package demonstrates that they care about employees, only 66% of employees agree. That gap narrows from 23 percentage points to 8 percentage points when employees believe their benefits help them meet their current challenges.

Accommodations for employees with disabilities can also strengthen company culture and signal a commitment to equity and respect. Both employers and employees say providing reasonable accommodations has a positive impact, but employers are 14 percentage points more likely to say so (89% versus 75%).

When it comes to value, the biggest risk isn't lack of coverage, the study found. Instead, it's cost, complexity and misalignment with real-life needs. Eighty-five percent of employers believe their benefits package helps employees meet the challenges they face at any stage in life, but just 64% of employees agree. 

"What employees ask for is both simple and complex: not entirely different benefits, but meaningful help in optimizing what already exists," said Bianka Douglas, vice president and group insurance people business leader at Prudential, in the report. "They approach enrollment feeling overwhelmed, confused or disengaged. The gap between what they perceive as valuable and what we offer is not primarily about coverage: it's about relevance, timing, and the clarity of our communication and guidance."

The study surveyed nearly 3,100 full-time U.S. employees and 760 employers through national online surveys conducted in January.

Meeting the diverse needs of the workforce

One of the biggest takeaways from the research is that workforce needs are becoming increasingly diverse, Estep said. That makes a one-size-fits-all approach to benefits harder to sustain.

The groups most likely to feel underserved tend to be those facing greater financial pressure. "Employees who are living paycheck to paycheck, experiencing higher levels of financial stress, or earning lower incomes were more likely to say their benefits aren't helping them meet the challenges they're facing today," Estep said. "Cost and affordability remain important concerns for many workers."

The study also found that employees in different household situations value different things. "A parent raising young children, an employee supporting teenagers, and someone preparing for retirement may all define a valuable benefits package differently," Estep said. "That's why employers need to think more holistically about the realities employees are navigating and help employees find support that's relevant to them."