2023 is the year of
family benefits
2023 is shaping up to be a pivotal year for family benefits. As budgets tighten and uncertainty prevails, HR leaders are tasked with balancing the needs of families in their workplace and the economic and legal realities of today. How can companies offer maximal value without compromising quality? We spoke to over 100 HR leaders across industries like tech, finance, and healthcare to find out.
Family benefits are more important than ever
HR leaders are firm in their commitment to supporting family building in the workplace, especially as it relates to talent acquisition and DE&I efforts.
91%
Dicen que los beneficios familiares son igual de importantes, si no más, en tiempos de incertidumbre.
79%
planean mantener o aumentar su gasto en beneficios familiares
92%
Dicen que mantendrán o aumentarán el número de beneficios familiares ofrecidos
Focus on the outcomes first
Rather than thinking about short-term cost reductions, HR leaders are thinking long-term about healthcare costs, and especially the rising costs associated with labor, delivery, and childcare.
25%
Los líderes de RRHH dicen que los resultados clínicos son la principal prioridad para un programa de beneficios familiares, mientras que el ROI ocupa el sexto lugar entre otras opciones.
Nuestro objetivo es brindar un apoyo más integral a la salud reproductiva en general.
Director de personal y operaciones de una solución de verificación de antecedentes
Vicepresidente de Recursos Humanos en una empresa de capital de riesgo
Mi objetivo es tener equipos felices, saludables y de alto rendimiento. Si me encargo de la felicidad y la salud, sé que mis empleados se encargarán de la productividad.
Comprehensive benefits provide a better employee experience
33%
of HR leaders say they’re planning to expand their fertility coverage through reimbursements, insurance, or enhanced support.
14%
say they were adding support for menopause, which impacts more than 27 million working women each year.
20%
say they increased support for parenting and pediatrics, and another 20% added maternity support.
36%
say they plan to add or expand mental health services as a part of their family benefits package.
80% of respondents said they only work with one to three family benefits vendors, suggesting a desire to consolidate towards more comprehensive solutions.
"ROI on benefits, especially family health benefits, doesn’t happen immediately. If your company is in the position to provide more help, you will see the results down the line."
HR manager at a leading equity management solution
