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%
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.
« Le retour sur investissement des avantages sociaux, notamment en matière de couverture santé familiale, n'est pas immédiat. Si votre entreprise est en mesure d'offrir davantage d'aide, vous en constaterez les résultats à terme. »
Responsable RH chez un leader des solutions de gestion d'actions
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.
