Young workers demand stronger wellbeing support from employers

Younger employees are increasingly calling for stronger wellbeing support from employers, with nearly six in ten workers aged 18–34 saying these benefits are now essential in the workplace.

Research from employee benefits platform Zest and Epassi UK found that 59% of employees in this age group expect wellbeing benefits from their employer. Around two thirds (64%) said support for wellbeing is just as important as financial wellbeing.

When asked about their ideal benefits package, 30% of respondents cited private medical insurance as a priority. A further 21% said they would like a wellbeing allowance they could spend on services of their choice, while 15% said paid mental health leave would be a key benefit.

Despite this demand, the research suggests a gap remains between employer investment and employee perceptions. Previous findings from Zest’s 2025 Employee Benefits Report showed that 77% of employers increased spending on wellbeing benefits. However, only 41% of employees said they feel their employer genuinely cares about their wellbeing and just 44% believe their benefits package adequately supports mental health.

The findings come as sickness absence linked to both mental and physical health continues to affect workplaces. Data from the CIPD shows UK employees were off sick for an average of 9.4 days in 2025.

Employers that fail to offer competitive benefits risk losing talent, according to the survey. Six in ten employees said their benefits package was inadequate last year, while 70% said they would consider leaving their job if another employer offered better benefits.

Matt Russell, CEO at Zest and Epassi UK, said: “Aligning with wider societal trends, younger generations are now increasingly calling for greater wellbeing support at work – employers, however, are falling short when it comes to matching this demand.

“To meet employee needs and attract and retain the next generation of talent, employers must enhance their wellbeing offerings. Simply investing in benefits is clearly not enough – understanding what type of support workers want, implementing changes and communicating what’s on offer effectively is key. Not only will this improve employee support and morale but also drive business growth and productivity.”