Looking Toward 2026, What Benefits Are Employees Requesting Most?

Benefits aren’t just part of compensation; they’re a defining factor in how employees choose where to work, how long they stay, and how engaged they feel once they’re there. Findings from the Insurope Global Employee Benefits and Multinational Pooling Market Report reveal what’s topping employees’ wish lists worldwide and how these priorities differ across regions.

1. Health and medical benefits remain the undisputed frontrunner, cited by 61% of HR leaders globally as the most requested benefit. In many ways, this reflects the post-pandemic recalibration of what employees value most: security, access, and peace of mind. And these benefits span far beyond the traditional to include telemedicine services, which continue to increase in popularity. Interestingly, that number drops to 51% in EMEA, where government-supported programs play a larger role in healthcare provision. Still, private health coverage remains a key differentiator for employers seeking to attract and retain top talent.
2. Coming in second, pension and retirement benefits (49%) show that financial security remains a universal priority. As cost-of-living pressures persist across markets, employees increasingly look to their employers for stability beyond the paycheck, particularly in regions with aging workforces or uncertain state pension systems.
3. Third on the list is wellness and mental health coverage (47%), which has surged in importance as organizations recognize that wellbeing directly drives productivity and retention. The APAC region leads here, with 53% of employees requesting wellness benefits. This is a signal that mental health and work-life balance are becoming mainstream expectations, not optional perks. Companies are responding with expanded programs in mindfulness, counseling, and wellness stipends.
4. And with a growing population of working parents, childcare and maternity benefits (45%) have become a critical differentiator. From on-site daycare to partnerships with childcare providers and childcare stipends, employers are finding creative ways to support families and improve workforce participation.
5. Rounding out the top five, employee discounts (40%) show that even smaller, everyday savings can make a meaningful difference to employees’ sense of value and belonging.

The message is clear: employees expect support that extends beyond the office for their health, families, and future. To learn more about our trends in employee benefits across the globe, request a copy of our Global Employee Benefits and Multinational Pooling Market Report here.

At Insurope, we help multinational companies deliver those benefits seamlessly through our premier multinational pooling network, which connects workplaces worldwide to local solutions that protect their people, wherever business takes them.