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%
affirment que les prestations familiales sont tout aussi importantes, voire plus, en période d'incertitude
79%
prévoient de maintenir ou d'augmenter leurs dépenses en prestations familiales
92 %
Ils affirment maintenir ou augmenter le nombre de prestations familiales offertes.
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%
Selon les responsables RH, les résultats cliniques constituent la priorité absolue d'un programme d'avantages sociaux pour les familles, tandis que le retour sur investissement se classe sixième parmi les autres options.
Notre objectif est d'offrir un soutien plus complet en matière de santé reproductive en général.
Directeur des ressources humaines et des opérations d'une solution de vérification des antécédents
Vice-président des ressources humaines d'une société de capital-risque
« Mon objectif est d'avoir des équipes heureuses, en bonne santé et performantes. Si je veille à leur bien-être, je sais que mes employés veilleront à leur performance. »
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
