- Nearly a third (31%) of employees rank increased employer pension contributions as the most important perk for their 2026 benefits packages – rising to four in ten (40%) of those aged 55+.
- Private medical insurance ranks second, three in ten (30%) employees say this is a priority for their 2026 reward package as they increasingly call for financial support from their employers.
- Flexible working opportunities were rated highly in employee preferences with unlimited paid time off, hybrid working, remote working weeks and ‘work from anywhere’ policies all among the most in-demand benefits.
New research from all-in-one benefits hub, Epassi UK, reveals the benefits employees most want included in their 2026 packages, with increased pension contributions and unlimited paid time off named the most popular.
The most sought-after benefits are as follows:
Rank |
% of all employees prioritising this benefit |
|
1 |
Increased pension contributions (31%) / Unlimited paid time off (31%) |
|
2 |
Private medical insurance (30%) |
|
3 |
Hybrid working (22%) |
|
4 |
Wellbeing allowance to spend on what you choose (21%) / Discounts/Vouchers on high street shops/brands (21%) |
|
5 |
Remote working weeks / ‘Work from anywhere’ policies (18%) / Employer contribution to energy costs at home (18%) |
Employees are once again calling on employers to contribute more to pension pots for the year ahead. According to Department for Work & Pensions data, the average employer currently contributes around 4% of an employee’s salary* - above the minimum requirement of 3% - yet the research reveals that employees want their pension contributions to increase further.
Increased pension contributions are an even higher priority for employees aged over 55. Four in ten (40%) employees over 55 are calling for their employer to offer this benefit as they look to maximise their retirement pots.
The Chancellor’s recent Autumn Statement announced that the pension salary sacrifice scheme will be capped at £2,000 from 2029 meaning employees and employers will no longer benefit from tax relief on additional pension contributions above this amount. Ahead of the cap introduction in 2029, there is an opportunity for employers to increase long-term financial support for employees by topping up their pension pots.
As pressure from the rising cost of living continues, employees are looking for additional financial support from their employer. The findings show that private medical insurance (PMI) was the second most-desired benefit for 2026, with 30% of employees naming this a priority, followed by other support such as discounts on high-street shops (21%) and support with energy bill costs (18%).
There is also clear demand from employees for additional support with flexible working as part of their benefits packages. Unlimited paid leave ranked as the joint most popular benefit, with remote working weeks, hybrid working, and ‘work from anywhere’ policies all in-demand perks.
When used effectively, benefits packages can provide excellent value for money for both employers and employees – however, they too often suffer from lack of engagement and failing to meet employee needs. Flexible benefits platforms enable employers to enhance communication with employees, boost engagement and adapt reward offerings as needed to offer improved value.
Matt Russell, CEO of Zest and Epassi UK, says: “Employees are demanding more financial support from their employers, particularly to provide a boost to their retirement planning.
“As many businesses face increased costs and struggle to raise salaries, leaders should be looking for alternative solutions to maintain morale and support the financial wellbeing of employees. Employers who are unable to do this risk losing talent, which impacts their competitive edge and ultimately productivity.
“Leveraging benefits technology platforms allows employers to offer personalised packages and communicate clearly what’s on offer to drive engagement with benefits and value for money.”
Having recently acquired employee benefits platform, Zest, Epassi UK offers flexible benefits technology that connects wellbeing, benefits and employee value propositions into one seamless employee experience.
* According to figures from the Department for Work & Pensions: https://www.gov.uk/government/statistics/analysis-of-automatic-enrolment-saving-levels/analysis-of-automatic-enrolment-saving-levels?utm_source=chatgpt.com
