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It's All About the Ask Korn Ferry’s Talent Acquisition Trends Report 2025 found that employees increasingly expect an individualized experience that incorporates a detailed understanding of what they need, rather than a one-size-fits-all approach.

Sitting at a table in a conference room and looking at a large screen while the HR manager reads from slides about the organization’s benefits and culture doesn’t fit the bill, Frank said.

Benefit % of Employers Who Classified Benefit as Expected % of Employees Who Classified Benefit as Expected Gap of Greater Employer Expectation Paid parental leave 55% 44% 11% Dependent care flexible spending account 36% 27% 9% Corporate wellness and fitness programs 37% 28% 9% Money management and financial planning services 32% 24% 8% Employee assistance program (EAP) 47% 39% 8% A passage in the report perhaps best summed up the findings as well as the current state for benefit offerings: “One thing is true: Benefits are more than just a package, and today’s employees expect more.”

Leaders among mature organizations are willing to try new approaches, such as broadening their scope for well-being or building a deeper recognition program, to understand what best fits workforce needs.

Instead of multiple stand-alone programs, an interconnected system may connect employees with: ;Fitness classes, gym memberships and nutrition counseling;; ;On-demand life coaching and stress management tools;; ;Budgeting, debt management and retirement planning tools;; ;Employee resource groups and volunteer opportunities; and/or,; ;Mentorship programs, team-building events, skills development courses and career coaching.; A one-stop shop that is user-friendly helps employees access these offerings easily and increases awareness of all the benefits available to them.

It stated, “Total losses from wage theft consistently outpace total losses from property theft, yet the resources for labor standards enforcement do not fit the scale of the crime.”

The evolution continues today, but employers can shape it as they see fit.

“High-performing organizations consistently revisit and revise their reward strategies to fit the business strategy.”

., fitness facility membership fees) eligible for HSA reimbursement.;; ;FSAs, since the final tax law omitted provisions that would have allowed individuals to: ;Roll over amounts from health FSAs or health reimbursement arrangements (HRAs) into an HSA, even for those newly enrolled in a high-deductible health plan (HDHP); and,; ;Be HSA-eligible even if their spouse was enrolled in a general-purpose health FSA.;; ;ICHRAs, which were based on regulatory guidance.

If stock plans are used as a vehicle for making employee owners, it is important for the organization to select an approach that will fit their objectives.