As employees’ benefit expectations grow and workforces become more globalized, we’re beginning to see companies embrace new strategies and technologies.
Here, we outline the top four trends expected to shape employee benefits in 2025. For a more in-depth exploration of these trends, download our Global Benefits Playbook.
1. Global Data for Localized Benefits
In recent years, data analytics have helped HR teams understand which benefits are most popular with employees. However, with an increase in globalization, 2025 will see large multinational companies relying on data to deliver localized benefits tailored to diverse regional preferences and compliance standards.
According to research, 30% of organizations believe their current benefits platform lacks sufficient data analytics capabilities. Real-time data integrations can allow organizations to monitor benefits engagement across regions, so they’re able to identify which benefits are most used in specific locations, then adjust their offerings accordingly.
This approach not only ensures compliance with local regulations but also promotes employee engagement with benefits that are relevant to employees’ unique needs and cultural expectations.
2. Embracing AI in the Workplace
AI has already reshaped many aspects of the workplace, including the way organizations approach employee benefits. 76% of leaders see AI as key to remaining competitive, as it allows companies to anticipate employee needs, streamline processes, and enhance engagement.
Currently, 43% of HR professionals are already using AI-powered tools to improve their internal processes. In 2025, as technology advances rapidly, organizations that fail to adopt AI-driven solutions risk falling behind. As more companies use AI to provide personalized recommendations, 24/7 chatbot support, and real-time data insights, HR teams need to be ready to either build, buy, or fully embrace new tech to keep pace.
3. The Necessity of Pay Transparency
The EU Pay Transparency Directive will require companies with over 100 employees to report gender pay gaps by 2027. This legislation is designed to promote fair compensation practices and, ultimately, build trust between employers and employees.
While in the EU this is legally mandated, employees around the world will be looking for increased pay transparency in 2025. Employers should embrace this trend, as research has found that clear compensation structures improve employee retention and engagement.
One way to meet employees’ needs for transparency is through Total Reward Statements, which provide a transparent breakdown of compensation and benefits, allowing employees to fully understand their value within the company. As companies begin preparing for 2027, tools that help with this kind of data structuring and analysis will become essential for any multinational organization operating in the EU.
4. Personalized Communication
Effective communication has always been important for any successful benefits program. But by 2026, it’s estimated that 400 billion emails will be sent each day, underscoring how difficult it will be to capture employees’ attention in a crowded communication landscape. In 2025, many companies will double down on their efforts to create more personalized, streamlined communications, as employees increasingly desire clear, accessible information.
Research has found that 44% of employees wish their employer provided better communication resources about benefits. With automated communications through push notifications, mobile apps, and email, companies can engage remote and diverse workforces, reducing confusion and boosting benefits engagement.
Want to Learn More?
As we move into 2025, global companies must be ready to adapt to evolving technological capabilities, changing employee needs, new legal mandates.
To discover the full list of trends you can expect in 2025, download our Global Benefits Playbook.
