Give your employees what they really want: better benefits communication

If you’re reading this, chances are you want to know what will finally get your employees to engage with their benefits.

You’re probably thinking – “We offer a great package, one of the best. We’ve invested in market-leading tech. What more do they want?!”

Well, just like the Spice Girls circa 1996, employees are telling you what they want, what they really, really want.

According to the Big Benefits Report 2025/26 – a survey of 3,450 employees and HR/Reward leaders worldwide – 78% of employees say they want their employer to better educate them about their benefits. That’s huge. And luckily, an easy gap to close.

What can you do?

Communicate. It really is that simple.

And that doesn’t just mean annual reminders to make their choices, or automated messages when a benefit is coming to an end.

It means consistent, considered communication that educates, engages and empowers your employees. That builds trust and transforms a bundle of benefits on a screen into something meaningful – an experience that improves employees’ lives.

Plus, with better engagement and increased uptake, comes increased return on investment through tax savings.

How do you go about that?

Think beyond your annual renewal. Enrolment windows are all about action, there’s a deadline and you want employees to complete that action within a timeframe. There’s no time for real education, and it’s education that drives behaviour change and value perception.

Start by understanding your priorities and the behaviours you want to see, and build your communication plan around that:

• If employee sentiment around total reward is low, consider campaigns that home in on the financial value of benefits, how they compare to wider market prices, what core benefits the company funds for employees.
• If engagement is consistently poor outside of enrolment, plan your communications to focus on getting your employees regularly logging in. Spotlight anytime benefits or remind employees how to make the most of the benefits they’re already enrolled in.

If you’re not sure where to start – ask your employees. They will tell you, and they’ll appreciate having their voices heard.

When should you be doing it?

There’s no set rule of how often you should be communicating about benefits. But in a survey of over 16,000 employees of Benifex customers, 68% wanted to be contacted at least on a quarterly basis, if not more.

So, use that as a starter. Think in terms of quarterly or bi-monthly campaigns, consider what else is happening in the business, and how benefits can fit into other existing communication channels.

Ultimately, it’s about consistency – getting into a rhythm where employees trust that you will be giving them the tools they need to make the most of their benefits.

It can feel overwhelming if you’re starting at zero, or if you’re trying to overcome historical pessimism around reward. But with the right education, with consistent communication, your benefit scheme can have a material impact on the business and finally give your employees what they really, really want.