Employee benefits aren’t just perks. In 2025, they’re a strategic lever. With rising healthcare costs, increased workforce expectations, and the permanent shift toward hybrid work, your benefits strategy isn’t just a retention tool—it’s a reflection of your values and your bottom line.

A forward-looking benefits plan is a competitive advantage. It influences recruiting outcomes, impacts employee health and productivity, and shapes how your organization is perceived.

We want to help you understand the full landscape of a modern benefits plan including what’s most common, and emerging trends. But what really matters is attracting and retaining top talent. This guide will focus on the most cost-effective benefits to achieve that organizational goal. 

Look beyond trendy perks to deliver benefits that attract top talent

We’re going to leave aside the table tennis rooms, the cold brew taps, and the catered lunches for now. Even though additional perks like this can be a nice bonus for employees, there are core benefits you need to master as an absolute priority.

There are many types of employee benefits, from paid leave and education stipends to commuter assistance and flexible schedules, but healthcare remains the most foundational. It’s the benefit employees use most, scrutinize most, and care most about. It’s also the single largest area of employer spend.

Let's hone in on the core components of a strong employee benefits plan, focusing on the challenge of constructing an effective and attractive healthcare plan. You’ll leave with insights into what to prioritize, what to drop, and how to ensure your benefits plan is as strategic as it is supportive.

Employee benefits matter more than ever 

Traditional benefits structures were built for a different workforce that operated in a common centralized, full-time, and locally based model. In 2025:

• Hybrid, remote, and globally-distributed teams make benefits planning so multi-faceted
• Candidates are increasingly seeking flexibility and researching benefits plans to help inform their decisions
• HR leaders face pressure to contain costs while expanding value in competitive talent markets

PwC is projecting an 8% increase in healthcare costs in 2025 for the Group market and 7.5% for the Individual market¹, with MSK (musculoskeletal) and mental health conditions presenting a continual drain on spend for employers of all industries and business sizes.

This creates a widening gap between what companies offer and what employees actually use or value.

The challenge: more complexity can mean less impact

• Employers are spending more than ever, yet employees often don’t use or understand their benefits
• Point solutions multiply without integration or clear ROI
• Employees who are more satisfied with their benefits plan are more likely to stay loyal
• Effective healthcare benefits lead directly to decreased absenteeism, stronger workplace productivity, and reduced long-term costs²

Taken together, these shifts highlight the urgent need for modernization. Simply adding more line items to your benefits plan won't solve the engagement and cost crisis—it requires a complete mindset shift.

Employer takeaway: Traditional ‘plug-and-play’ benefits programs are no longer sustainable as employees are actively seeking stronger total compensation packages. A modern benefits program must align with how people work and live today, but smart employers can still offer cost effective benefits plans by focusing on what employees really value.

What makes a modern employee benefits program? 

Benefits leaders must move from basic or generic offerings to value-based and, outcomes-driven strategies. Beyond health insurance, high-performing benefits packages in 2025 often include some combination of the following:

• Paid family leave and flexible work considerations
• Employee assistance programs (EAPs)
• Mental health support
• Learning and development stipends
• Commuter or remote work allowances
• Retirement and financial wellness planning

The goal is to align your offerings to the expectations of top-performing candidates in your industry for the role types you are seeking to hire. You can consider the common life stages and demographics of the best people looking for your most common job roles. 

This gives you the focus needed to analyze the specific benefits that will contribute meaningfully to attracting and retaining great talent.

High-impact employee benefits checklist

Use this as a starting point to evaluate your offering, update an existing plan, or even to re-build from scratch:

Health & wellness

• Comprehensive health insurance (medical, dental, vision)
• Virtual-first MSK care (e.g., Sword Health)
• Mental health coverage (therapy, telehealth, apps)
• Preventive screenings and wellness incentives

Financial wellbeing

• 401(k) or retirement planning with matching
• Student loan repayment assistance
• Financial literacy tools or coaching

Flexibility & work-life balance

• Flexible work schedules and remote policies
• Paid parental and family caregiving leave
• Unlimited or generous PTO

Career and development

• Tuition reimbursement or education stipends
• Internal mobility and upskilling support

Equity and inclusion

• Benefits designed for LGBTQ+ and BIPOC employees
• Equal access to care in all geographies
• Accessible, multilingual benefits platforms

Administrative ease

• One digital hub for all benefits
• Benefits onboarding in the first week
• Ongoing communication and education

Key pillars of an effective 2025 benefits strategy

These pillars form the backbone of benefits programming for resilient, high-performing organizations. You can give employees strong support, autonomy, simple accessibility, effective outcomes, all while still keeping costs low and maintaining strong return on investment.

1. Comprehensive health coverage
   • Medical, dental, vision
   • Digital-first MSK and mental health solutions
   • Integrated well-being support
2. Flexibility and personalization
   • Tiered options based on life stage
   • Voluntary benefits (e.g., fertility, financial planning)
3. Equity and accessibility
   • Inclusive benefits for remote, rural, and underrepresented employees
   • Culturally competent care delivery
4. Proven ROI and outcome-based pricing
   • Value-based partnerships
   • Reporting that ties benefit use to health and business outcomes
5. Simplicity and engagement
   • Benefits education
   • Seamless digital platforms
   • Easy accessibility 

Employer Takeaway: Modern benefits strategies prioritize personalization, outcomes, and access—resulting in better care and better business value.

Next, let’s zero in on where it all begins: your healthcare strategy. Because no matter how modern your perks may be, a weak or outdated healthcare offering will undercut them all.. A benefits plan rooted in these principles is no longer a luxury, it’s table stakes for talent retention and workforce health.

Healthcare benefits to attract employees

As benefits evolve, employee expectations are rising. Employees are no longer passive recipients of benefits packages. Elite performers are informed consumers who actively compare offerings and choose roles based on how well a company supports their life.

Employees want care they perceive as valuable, accessible, and easy to use. The best health benefits are relevant to the demographics and lifestyles consistent with the role types you are hiring.

For example, offering free health insurance to US employees is table stakes, whereas employees in Australia would place less value on this benefit as the government incentivizes people to take out their own private health insurance coverage.

Indeed, health benefits are often considered more important than increased financial compensation with a Blue Cross study finding that 49 per cent of employees would rather have health benefits over a raise.

Recent studies show the highest value health benefits tend to include:

• Flexible health coverage options
• Mental health services
• Musculoskeletal and chronic pain care
• Remote-friendly access to clinicians
• Financial wellness tools

What connects these benefits is accessibility and real-world relevance. Employees want programs they can use without jumping through hoops. That’s where digital healthcare often is such a valuable option, giving employees access to care at any time, and at any place to suit their lifestyle.

Digital care isn’t just an alternative to in-person, it’s often the only option for time-poor employees or workers with barriers preventing them from accessing in-clinic care. 

For remote employees, parents, shift workers, and those living in rural areas, digital health solutions remove the most common barriers:

• No need for commutes or waiting rooms
• No navigating referrals, approvals, or paperwork
• No missed work hours or rearranged childcare

With digital-first platforms like Sword Health, care can happen anytime, anywhere. Sessions can be completed from a living room at 9 p.m. or during a lunch break in an office. 

81% of Sword Health members complete their care programs. That’s double the industry average³. 

Meeting employees where they are means more than offering in-person clinics or telehealth. Building your benefits stack with flexible, digital-first solutions removes friction and encourages consistent use. 

Leading healthcare benefits plans prioritize health solutions that are both clinically effective and easy to use. You should partner with providers who measure member engagement, program adherence rates, and return on investment.

Even better, look for options like Sword that offer outcome-based pricing which means Sword only gets paid in full when members hit measurable healthcare goals.

Employer Takeaway: Employees no longer separate personal and professional well-being. Plans that support the whole person through convenience, relevance, and accessibility will deliver increased loyalty, engagement, and performance.

The biggest benefits of digital health care

Virtual-first care is no longer a novelty. With hybrid and distributed teams, employees need access to care that fits around their schedules and digital health care 

Sword is the leading AI digital healthcare provider and the only digital solution proven to be as engaging and clinically effective as high-intensity in-person physical therapy⁴.

Sword Health's model delivers:

• Speed for faster recovery: care start within 6.3 days 
• Flexibility for higher member satisfaction: 42% of sessions outside working hours 
• Accessibility for more equitable care: No commutes, no waiting, no workday disruption

Sword’s results are proven and sustained at scale over large enterprise employer and health plan populations:

• Sword members are up to 70% less likely to consider surgery at the end of their program⁵
• 67% of members who enroll in Sword programs with moderate to severe pain have only mild or no pain by the end of the program⁶
• Sword has the industry’s highest independently validated ROI with an average of $3,177 savings on medical spend per member per year⁷

And as more employers look for cost-effective, scalable solutions, virtual-first care offers a rare win-win: a better experience and lower cost of delivery.

Employer Takeaway: Virtual-first care is more convenient, accessible, and inclusive than traditional in-clinic care. Solutions like Sword tie payment to real healthcare outcomes so you can guarantee return on investment. That’s why you need to consider digital healthcare for your people.

Where traditional healthcare providers fall short

Despite high costs, traditional care often underperforms:

• 36% of MSK surgeries are unnecessary
• 80% of costs could be prevented with early physical therapy intervention
• Most in-person programs see dropout rates over 50%

Solutions that only use medical claims fail to differentiate between last year’s high-cost members and future high-cost members. 72% of high-cost members are missed by relying only on prior high-cost claims.

Some solutions engage members only after reviewing medical claims. Due to delays in claims, this risks that a member has already scheduled or completed a surgery.

Many analytics solutions create a list of members at risk but do nothing to engage them.

In many cases, the issue isn’t what care is offered, but how and when it’s accessed.

Predict and prevent health claims with Sword

Sword’s revolutionary Predict solution is the first AI engine built to detect and engage your highest-risk members to proactively reduce MSK and pelvic surgery costs. Prior authorization and medical claims data feeds are used so that high-need members learn about Sword’s solutions before it’s too late.

• Predict uses Sword’s AI-powered detection engine to identify the 4% of members who drive 80% of annual MSK and pelvic health costs
• Sword engages high-risk members via personalized outreach before they become high-cost claimants
• High-cost members can speak with dedicated team members with our dedicated concierge team members who answer questions and provide technical assistance.
• Your people are matched with licensed physical therapists who deliver tailored care plans that people can access from home
• Sword’s Saving $3,177 per member per year

This approach flips the script on reactive, inefficient care models. It brings treatment to the member, before a costly event occurs.

Employer Takeaway: Traditional care models react to problems. Virtual-first care anticipates them—and solves them proactively.

How to evaluate your current employee benefits plan

Making a change starts with asking the right questions. These help uncover the performance gaps and opportunities within your current structure.

Ask these questions:

1. Are your current benefits used by all segments of your workforce?
2. Can employees access care within 7 days?
3. Do your vendors provide outcome-based pricing?
4. Are you capturing productivity and absenteeism data?
5. Do your programs address MSK, mental health, and equity in an integrated way?

These questions reveal more than coverage and highlight the effectiveness and inclusivity of your offering.

Employer Takeaway: The right benefits don’t just look good on paper. They’re used, appreciated, and tied directly to your workforce’s performance. You can and should expect clear reporting on healthcare outcomes and return on investment.

Add Sword to your health benefits plan for digital care that works

Traditional benefits models are buckling under pressure and employees are demanding more. It’s time to evolve your benefits plan and offer flexible healthcare options that attract and retain elite talent.

Sword Health gives your workforce the care they deserve, and your finance team the results they demand. With virtual-first care, proven outcomes, and outcome-based pricing, there’s never been a better time to lead the change.

Sword is the world’s only end-to-end digital clinic for musculoskeletal, pelvic, and mental health care. We work with employers to:

• Lower costs: average of $3,177 PMPY savings
• Improve outcomes: 69% of members report being pain-free
• Increase productivity: 68% recover performance lost to pain
• Expand equity: equal outcomes across Social Deprivation Index levels

And we do it with outcome-based pricing so you pay only when your people hit their specific healthcare goals.

Our solution is not just digital, it’s personalized, data-backed, and specifically designed to scale across workforces of all sizes.

Stop your care spend from leaking on short-term fixes now. Invest in the healthcare platform that predicts, prevents, and eradicates pain. Guaranteed ROI awaits.

FAQs

What types of benefits should companies offer in 2025?

A mix of medical, mental health, MSK care, and digital-first options tailored for flexibility, equity, and measurable ROI.

What makes virtual-first MSK care more effective?

Faster access, 81% completion rates, and guided, sensor-based recovery personalized to each member.

How can I evaluate ROI from employee benefits?

Track absenteeism, program completion, productivity recovery, and avoidable healthcare events.

How fast can Sword Health be implemented?

Most employers can launch in just a few weeks with minimal lift.