2023 is the year of
family benefits
With more than 70% of employers anticipating employee health benefits to get more expensive in 2023, HR teams are being asked to make tough calls on budgets, benefits, and even headcounts. But with a market for finance and banking talent that’s hotter than ever, how can HR teams provide attractive family benefits packages with tightening belts and shrinking budgets? We surveyed 100 HR leaders to find out how they’re navigating family benefits in 2023.
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.
El retorno de la inversión (ROI) en beneficios, especialmente en los beneficios de salud familiar, no se produce de inmediato. Si su empresa puede brindar más ayuda, verá los resultados a largo plazo.
Gerente de recursos humanos en una solución líder en gestión de capital
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.
