Employee Benefits Trends for 2026: Wellbeing, Pensions and Technology

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Employee Benefits

Verlingue, as your expert insurance broker, understands the strategic value of Employee Benefits. We design programs that are considered, affordable, and sustainable, empowering businesses to attract, reward, and retain the exceptional employees essential for prosperity.

As we move into 2026, the employee benefits space for UK employers faces new challenges. Financial pressure, changing workforce expectations and evolving health needs are driving demand for benefits that are more personalised, accessible and aligned to employee wellbeing, while pensions and long-term financial security are moving into sharper focus as part of a broader benefits strategy. Employers are also facing rising costs due to National Insurance increases and healthcare premiums, so both return and value on investment continue to be key factors in decision making.

Verlingue Employee Benefits

1) Pensions salary sacrifice remains relevant – for now

The 2025 Autumn Budget has brought pensions firmly back into focus, with proposed changes to Pension Salary Sacrifice highlighting the need for forward planning. From April 2029, National Insurance savings on salary sacrifice are expected to be capped at £2,000 per year¹. While salary sacrifice will continue to deliver value, the scale of savings will reduce, particularly for higher contributions. Employers should be reviewing how salary sacrifice is utilised across their organisation, understanding cost exposure, impact on benefits budgets and reassessing how pension benefits support attraction, retention and financial wellbeing.

2) Wellbeing support continues to evolve

Employee wellbeing remains a priority for UK employers, with a growing focus on mental health, preventative care and inclusive support such as menopause and fertility benefits. With stress and anxiety continuing to be leading causes of long-term sickness absence in the UK², employers are shifting towards more integrated wellbeing approaches, connecting physical and mental health support and making greater use of wellbeing services embedded within core benefits where dedicated wellbeing budgets are limited.

3) Preventative care and the rise of virtual healthcare

Preventative wellbeing is becoming a central pillar of benefits strategy, with a notable shift in how employees access primary care.

The rapid uptake of virtual GP services reflects a broader behavioural change, with industry research indicating that around 90% of UK employers now offer access to a virtual GP as part of their benefits package³. This trend highlights growing employee preference for faster, more convenient routes to medical advice, often reducing reliance on NHS services. For employers, virtual GP access supports early intervention, improved absence management and a more proactive approach to employee health.

4) Personalisation becomes standard practice

As workforces become more diverse, expectations around choice are rising. Personalised benefits packages are expected to be standard, enabling employees to select options that reflect different life stages, family needs and lifestyle priorities. For employers, this creates both opportunity and complexity. Flexibility must be underpinned by clear governance to ensure benefits remain sustainable, cost-effective and straightforward to manage. AI tools will begin to be introduced to guide employees on their choices.

Employee Benefits trends 2026 - Verlingue UK

5) Financial wellbeing continues to be a key pillar

Financial wellbeing is now firmly embedded within benefits strategy. With ongoing cost-of-living pressures highlighted by the Office for National Statistics⁴, employees are looking for practical support that goes beyond salary alone. Employers are responding by broadening their approach to include financial education, savings and debt support, protection benefits and pensions guidance. These benefits are most effective when they are clearly communicated and accessible to all employees.

6) Digital platforms enable engagement & MI

Technology platforms are critical to the future of employee benefits. Digital platforms are increasingly expected to provide a single, simple view of benefits, wellbeing resources and support.

At Verlingue, we believe our VIE digital platform is well placed to help employees engage with their benefits; while giving employers the insight needed to review and adapt their offering.

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Looking ahead

With steep cost increases continuing within the private medical insurance market, employers are becoming more focused on transparency and value. This includes helping employees better understand healthcare costs and equipping them with tools to make informed decisions about their options. Clear communication, strong strategy, meaningful MI around value on investment, digital enablement (including access to digital platforms) will all be key to ensuring benefits deliver meaningful support and long-term value.