From the growing demand for flexibility to the rise of personalized benefits, employees made it clear they want workplaces that truly support their lives—both inside and outside of work. Companies that embraced these changes in 2024 thrived, while those stuck in outdated practices struggled to retain top talent. 

Explore the top 10 HR insights from the past year, with actionable lessons to help you create a workplace where people feel valued and empowered. Whether it’s reimagining wellness programs, supporting caregivers, or offering innovative perks like pet insurance, these strategies can set your organization apart in an increasingly competitive world. 

1. Wellness Programs Need More Than a One-Size-Fits-All Approach 

Generic wellness programs no longer resonate with employees. In 2024, employee wellness programs shifted toward personalized solutions addressing physical, mental, and emotional health. A study revealed that 69% of U.S. employers now offer wellness programs, with participation increasing when programs are tailored to employee needs. Companies that implemented holistic wellness initiatives—such as GLP-1 medications for weight management combined with mental health resources—saw up to an 87% reduction in healthcare costs within the first year. 

Physical fitness initiatives like gym memberships or virtual workout classes gained traction, but mental health support was equally critical. Therapy access, mindfulness tools, and financial wellness workshops helped employees manage stress and improve productivity. Data shows that over 90% of business owners recognize the link between wellness and workplace productivity. 

HR learnt that holistic wellness strategies show employees they are valued beyond their output. 

2. Flexibility Is Still Among the Top Priorities for Employees 

Flexibility remained a cornerstone of employee benefits packages in 2024. Hybrid and remote work options were no longer perks—they became expectations. A survey found that 59% of public sector employers offered hybrid schedules, while 48% allowed flexible hours for personal errands or avoiding commutes. These policies not only improved work-life balance but also enhanced productivity. 

Shorter workweeks also gained attention, with 17% of organizations experimenting with fewer-than-40-hour weeks. Companies offering flexibility reported higher retention rates and lower turnover costs, as employees felt trusted and empowered. 

If you’re revisiting your employee benefits package, consider hybrid or flexible scheduling options. These policies attract top talent and demonstrate your commitment to employee well-being. 

3. Resumes Don’t Tell the Whole Story 

Traditional resumes often fail to capture the full potential of candidates. In 2024, hiring managers increasingly focused on behavioral interviews and scenario-based questions to assess soft skills like adaptability and empathy. Research shows that nearly 64% of recruiters struggle to find candidates with the right skills, highlighting the need for deeper evaluations. 

For example, asking candidates how they’ve handled conflicts or solved complex problems provides insights into their values and cultural fit. Companies that prioritized these methods built more cohesive teams equipped for long-term success. 

If you’re still relying solely on resumes, it’s time to evolve your hiring process. Incorporate creative interview techniques to uncover the qualities that truly matter. 

4. Caregiver Benefits Are Becoming Non-Negotiable 

Caregiving responsibilities expanded in scope in 2024, with employees balancing childcare, eldercare, and more. Organizations offering caregiver-friendly perks within their employee benefits packages gained a competitive edge. Studies show that caregiving services provided by families are valued at $375 billion annually—double what is spent on professional homecare services. 

Flexible schedules were among the most popular benefits for caregivers, with over 47% of working caregivers reporting increased financial strain due to caregiving expenses. Companies offering eldercare resources or stipends for caregiving costs saw improved retention rates among this demographic. 

If caregiving isn’t part of your employee benefits package, consider adding flexible hours or dedicated leave policies. These initiatives show employees you value their personal responsibilities. 

5. Pay Isn’t the Only Thing Employees Care About 

While wages remain important, non-monetary perks became essential in 2024’s competitive job market. A staggering 93% of companies offering comprehensive non-monetary benefits reported improved morale. Perks like professional development opportunities and wellness stipends helped employees feel valued without requiring salary increases. 

For example, flexible schedules led to a 40% decrease in turnover rates at one global consulting firm5. Recognition programs also played a key role—public acknowledgment or personalized rewards boosted employee satisfaction significantly. If budgets are tight, focus on low-cost perks like career growth opportunities or public recognition programs within your employee benefits package. 

6. Healthcare Costs Are Rising, but Employers Can Help 

Healthcare costs surged by an average of 8.9% in 2024, prompting employers to innovate within their employee benefits packages. Preventive care programs targeting chronic conditions like obesity helped reduce long-term costs while improving employee health outcomes. 

Telehealth services also gained popularity as a cost-effective solution for both employers and employees. Additionally, transparency tools allowed employees to compare healthcare providers based on cost and quality. To address rising healthcare costs effectively, consider adding preventive care options or telehealth services to your offerings.  

7. Pet Benefits Are Winning Hearts (and Talent) 

Pet-related perks became standout offerings in 2024’s competitive job market. With over 89.7 million dogs and 73.8 million cats in US households alone, pet insurance and “pawternity” leave resonated deeply with employees who view pets as family members. 

Pet insurance, a key component of employee benefits packages, not only reduces financial stress but also boosts productivity. Studies show that workplaces offering pet-friendly benefits experience a 22% reduction in stress and an 11% increase in employee satisfaction. Additionally, 75% of working pet parents reported missing work due to pet care issues, but comprehensive pet benefits significantly reduced absenteeism. 

8. Burnout Is Still a Problem, Despite Better Benefits 

SHRM’s research revealed that 44% of U.S. employees reported feeling burned out, with 51% saying they felt “used up” by the end of the workday. These figures highlight how burnout impacts productivity, engagement, and retention. 

Organizations often overlook burnout’s systemic causes, such as poor leadership communication, constant change, and lack of boundaries between work and personal life. And the problem is, employees experiencing burnout are 2.6 times more likely to seek new jobs and 63% more likely to take sick days. 

To combat burnout, companies need to go beyond offering mental health resources. Leaders must foster a culture that encourages taking breaks, setting boundaries, and providing clarity on roles and expectations. Regular check-ins and workload adjustments can also help identify early signs of burnout. 

9. Employees Want Benefits That Reflect Their Lives 

Personalization became key in designing impactful employee benefits packages during 2024. A McKinsey report highlights that companies offering personalized benefits saw up to a 40% increase in job satisfaction. Tailored perks like student loan repayment assistance or fertility treatments, addressed diverse workforce needs while enhancing recruitment efforts. 

For instance, younger workers prioritized education support while older employees valued retirement planning tools. Offering choices allowed employees to select the benefits most relevant to their life stages. To stay competitive, leverage workforce data to customize your offerings based on employee demographics and preferences. 

10. The Companies That Prioritize People Will Win 

Organizations embracing people-first cultures thrived in 2024’s challenging environment. Research shows that companies prioritizing employee well-being experienced 2.5 times higher revenue growth than their peers. Additionally, culture-driven organizations reported 41% lower absenteeism rates and 22% higher productivity levels. 

Empathy-driven leadership fostered trust among employees while strengthening collaboration across teams. Transparent communication channels combined with meaningful recognition programs reinforced this alignment. As you prepare for the future, focus on building inclusive cultures where people feel valued—not just as workers but as individuals.  

Creating a Workplace That Thrives in 2025 and Beyond 

HR in 2024 demonstrated that prioritizing employee needs is not just a trend—it’s the foundation of a thriving workplace. From personalized wellness programs to flexible schedules, tailored benefits, and innovative perks like pet insurance, the year’s lessons highlight one clear truth: companies that invest in their people see measurable results. Organizations that embraced these strategies reported higher retention rates, improved productivity, and stronger team morale. 

As you plan for 2025, consider how these insights can shape your approach to employee engagement. Whether it’s rethinking your employee benefits package or introducing creative perks like pet benefits, the key is to align your offerings with what matters most to your workforce. Start creating a workplace where employees feel valued and supported—visit PetBenefits.com today to explore how pet benefits can transform your HR strategy!