As the relationship between employees and employers continues to evolve, workforce expectations are shifting and influencing perspectives on the value of certain employee benefits.
Research has consistently suggested that post-pandemic, employees are increasingly looking for organizations that prioritize empathy in leadership, and this extends to the benefits they provide. That was recently reinforced by a study from employee benefits provider Empathy, whose 2026 Workplace Benefit Report found that 46% of the more than 4,000 employees surveyed across North America and the U.K. want their employers to meaningfully support them through disruptive life events. In particular, a full 95% of survey respondents place a high value of employee benefits related to bereavement.
However, important disconnects still exist, potentially inhibiting talent strategies.
Those who have lived experience of bereavement are 1.5 times more likely than others to cite bereavement and grief support as a need their employers aren’t meeting, the report found.
“Bereavement stands apart because it is often unexpected, immediate, all-encompassing and deeply felt,” researchers write. “When organizations respond well in moments of loss, employees remember.”
If organizations use their employee benefits, including those focused on bereavement, to help employees feel better supported in both their personal and professional lives, it can deliver a significant ROI for the organization, Empathy found. For instance, more than 80% of employees said more supportive benefits would make them more likely to stay with the organization, while nearly as many reported such a shift would enhance their engagement and motivation at work.
A shifting landscape
Empathy also surveyed more than 1,000 business leaders, and found interest is growing in stronger employee benefits related to life events, including around bereavement.
While only about 20% of organizations said bereavement benefits are employees’ biggest unmet need, 84% are intending to expand such benefits this year, including paid bereavement leave, grief counseling and post-loss planning and support services.
Given ongoing concerns about rising employee benefits costs, organizations investing in this area are weighing the impact on employee productivity and retention, while recognizing the value of employee demand in shaping benefits, Empathy found. Cost-benefit analyses, competitive benchmarking and peer case studies can also help HR build the business case for the C-suite.
“Organizations that invest in life-event support in 2026 will do more than differentiate in tight talent markets,” according to the report. “They will build loyalty among employees, demonstrate values alignment through action and unlock measurable returns through stronger retention, engagement and resilience.”
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