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As we move towards 2026, conversations around employee benefits have never been more important. Our latest salary survey revealed that while salary remains critical, benefits now play an equally decisive role in attracting and retaining talent. More than half of professionals (56%) told us they want their employer to help with the rising cost of living.
So what matters most to employees in 2026?
With employees consistently ranking annual leave as their number one priority, paid time off tops the list again this year. Despite the statutory minimum remaining unchanged, employers are now going beyond the standard 20-25 days. Some businesses are offering senior staff additional holiday entitlements or simply rebranding ‘duvet days’ as ‘recharge days,’ designed to reduce burnout. Others are offering additional PTO to employees who commit to full-time in the office, sometimes up to 15 additional days.
Flexibility remains a non-negotiable for many. However, the survey found that satisfaction with flexible working has dropped as employers increase mandatory office days. Over half (54%) of professionals are satisfied, a worrying sign given how closely flexibility ties into retention.
Employees are seeking alternatives where flexibility is shrinking, such as banks of remote-working days or shorter working weeks. Some businesses are offering work from anywhere schemes, often one or two weeks a year and typically used in the summer as an alternative to traditional sabbaticals.
Household expenses are still high and jobseekers want to see more from employers. Some examples we’ve seen include:
Private medical cover continues to be one of the most valued core benefits, particularly in larger firms. It’s now being extended to include greater mental health provision, fertility treatment and cover for dependants.
Three in ten employees now say they want the ability to tailor benefits to their personal circumstances. This means moving away from a one-size-fits-all package, which often fails to cater to differences in lifestyle, age, family commitments or career stage.
Many employers are turning to flexible benefits platforms, which allow staff to shape their own package. Employees are given a set allowance, or credits to spend on a menu of options, from extra holiday, training courses and gym memberships to childcare support, wellbeing stipends or enhanced healthcare. This not only ensures individuals can choose what’s most valuable to them but employers avoid wasted spend on underused perks.
As the workforce ages, finance wellbeing is climbing the agenda. Pension contributions above the statutory minimum are offered by over a third of employers according to our survey. Employees increasingly expect financial education, savings schemes and planning support alongside them.
Two-thirds of professionals told us they want more learning opportunities and many feel this is lacking in general. It shouldn’t just be a nice-to-have; it’s central to retention. One of the top five reasons employees leave their jobs is due to lack of progression and learning opportunities. Employers should be building clear development pathways to keep staff engaged long-term.
While requests for wellbeing support have slipped slightly in the rankings, the issue remains acute. 15% of professionals told us they resigned due to burnout, just one point below those who left for higher pay. This is a stark reminder that wellbeing isn’t a secondary concern.
The best employers are taking a proactive approach, such as offering access to Employee Assistance Programmes, wellness apps, “recharge days”, and in some cases, wellbeing stipends that employees can spend on what works for them, whether that’s yoga classes, therapy sessions or a gym membership.
It’s temping to focus on headline-grabbing perks, from Christmas hampers and turkeys, to unlimited holiday (which in reality, often leads to people taking less time off). Our research shows employees care most about the essentials, time, flexibility, financial security and wellbeing. While creative benefits can differentiate you as an employer, it’s important to ensure the basics are in place first.
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