Key insights from Voya’s recent survey among employer decision-makers

Key points

• Employer benefits decisions are evolving in response to today’s changing workforce landscape.
• New data from Voya’s September 2025 survey reveals how employer decision-makers across the U.S. are approaching benefits strategy.
• This analysis covers the top priorities, key challenges and strategic approaches that are shaping benefits decisions nationwide.
• HR professionals and benefit managers will gain actionable insights into current benefits trends and what they mean for their organizations and employees.

Top employer priorities heading into 2026

According to the report, employer decision-makers are focused on the following areas:

1. Employee well-being 

• Supporting mental, physical and financial health continues to be a leading priority. Many organizations are planning to increase their investment in mental health services, financial wellness programs, 401(k) contributions and health/medical insurance subsidies in the next year to better address these needs.

2. Modernizing retirement plan design

• Adopting innovative features and offerings within Employer Sponsored Retirement Plans to better meet strategic goals and employee needs is a key area of interest. For example, 70% of employer decision-makers are interested in adding in-plan annuities, and 64% are interested in a target date fund (TDF) that helps convert retirement savings to income in retirement. Employer decision-makers are also showing increased interest in alternative investment options such as Collective Investment Trusts (CIT) (61%) and private and alternative market investments (60%).

3. Cost management

• Balancing rising health care costs and economic concerns with meeting the needs of evolving employee expectations (e.g., generational differences, life stages, etc.) are the most critical factors in overall workplace benefits planning. 

Emerging trends in employee benefits

The survey identifies several key trends shaping the future of workplace benefits:

Mental health and well-being resources

Employer decision-makers rate mental health resources as the third most important benefit (excluding compensation and PTO) for talent acquisition and retention (96%), following retirement savings plans/benefits and health insurance, both 97%. Employees agree with 82% reporting mental health benefits and resources as being extremely/somewhat important to them.

Holistic financial wellness

A high majority of employer decision-makers view offerings such as retirement investment services (96%), financial wellness benefits and resources (95%), voluntary benefits such as critical illness* insurance, hospital indemnity insurance, accident insurance (90%), and emergency savings solutions (81%) as important to their employee population.

Technology integration

To elevate the services employees have access to within their employer-sponsored retirement plan, employer decision-makers indicate strong interest in offering employees a fully digital self-service retail investment account (63%) and a digital personal tool that allows employees to see all their financial and benefits information in a single place (54%). Additionally, employer decision-makers are leveraging AI in a wide range of ways to improve their processes, with 47% using it for employee communications and engagement and 43% using it for internal operational efficiencies. 

Challenges facing benefits decision-makers in managing employee benefits programs

While employers are making strides in enhancing benefits, they face several obstacles:

Employee understanding

• Helping employees understand how to maximize their retirement plan benefits/features and the value of their employee benefits

Managing costs of employee benefits

• Health care and insurance costs continue to rise, putting pressure on budgets.

Employee decision-making and engagement

• Helping employees make well-informed investment/insurance decisions and increasing their overall engagement in benefit and retirement offerings.

Keeping up with regulatory changes

• Navigating federal and state regulations adds another layer of challenge.

Action steps for employers

Based on the findings from the Voya report, employers may wish to consider the following actions:

1. Conduct regular surveys to understand employee needs and preferences.
2. Leverage technology for employee benefit communications and administration.
3. Explore benefit options that enhance holistic wellness, such as financial wellness programs, voluntary benefits (e.g., critical illness insurance, hospital indemnity insurance, accident insurance, etc.), and mental health benefits and resources.
4. Review and update benefits packages annually to stay competitive.

Conclusion

Voya’s recent survey among employer decision-makers underscores the importance of a strategic, employee-centric approach to benefits. By staying informed of trends and challenges, employers can design offerings that support both organizational goals and employee well-being.

Infographic: Employer Decision-Makers Survey – September 2025 Highlights