A third of professionals (33%) expect businesses to prioritise health over lifestyle employee benefits as a “direct” consequence of COVID-19, according to new research.
The study, carried out for MAXIS Global Benefits Network, found that just over a fifth (21%) of workers want greater access to wellness and wellbeing solutions in the wake of the pandemic and its impact on mental health, chronic diseases and access to healthcare.
Researchers for the study surveyed senior executives and employees based in 10 countries, including the UK, Australia, UAE, Germany, US and Brazil. They found that almost half (46%) of respondents said the pandemic had made them reappraise the value of employee benefits when deciding to stay with or join a new employer. That number rose to 59% in the UAE and 58% in South Africa.
The study also found that one in seven (15%) expect to see an overall increase in the benefits being offered post-COVID while 10% said that the crisis had exposed a lack of suitable benefits from their employer.
Workers in Hong Kong and Australia recorded the highest support (44%) for businesses prioritising health over lifestyle benefits. Hong Kong also saw the most backing for greater access to wellness and wellbeing solutions followed by the UK at 31%.
Communication of benefits was an issue for nearly a fifth (18%), who said their employer failed to keep them informed about relevant benefits during the crisis. In the UK, a third (33%) said communication had been lacking.
Mattieu Rouot, CEO at MAXIS GBN, said: “Health and wellness solutions were a part of many employee benefits programmes well before the pandemic, but the crisis has meant that a health and wellness offering can no longer be a ‘nice to have’. It is vital for attracting and retaining employees
“Many employers had programmes in place which have now truly demonstrated their value in protecting and caring for their employees this year.
“For those who didn’t offer these benefits and want to, or for those for who did and want to offer more, there is now an opportunity to find new ways to meet the demand. For example, innovative digital wellness solutions have been in high demand and use throughout the crisis and for many will become an integral part of their employee benefits programmes.”
