More than half of employees would like to have more benefits tailored to their needs, although companies are struggling to do so, a global survey from professional services firm Aon has revealed.
According to Aon’s 2025 Global Benefits Study, published in July, around 65% of employees surveyed said they preferred benefits with more choices compared to their current options. However, only 14% of multinational companies have the guidelines in place to offer such benefits.
Aon said the disconnect reflects mounting pressure for multinational pressure to offer personalised, inclusive benefits amid increasing employee expectations and escalating costs.
“Employees increasingly expect a consumer-grade experience when it comes to their benefits – one that offers meaningful choice, creates innovative solutions and aligns with their individual needs,” said Michael Pedel, head of global benefits at Aon.
“Companies are moving in that direction and communicating their progress, but must also manage the realities of cost and complexity. The opportunity lies in designing programs that deliver both value and efficiency at scale.”
Aon’s study also found that nearly 75% of leading companies, which have mature governance structures, integrated data strategies, and executive-level alignment, expressed their intent to expand offerings centered on families, aging, gender, and employees at lower income levels.
Personalized and inclusive benefits are also increasingly being linked to well-being strategies, with 37% of companies actively considering initiatives targeting health and work-life balance.
The survey also highlighted structural and operational challenges faced by businesses in scaling benefits. Nearly half of companies say they already have a global benefits strategy, but only 25% of global benefits leaders say their governance structure enables them to meet their objectives.
Technology, including artificial intelligence, is also seen as a major driver of employee value, with leading companies more than twice as likely to use tech to create more personalized benefits. However, only one in six benefits teams currently use AI to support benefits design or delivery.
However, the figure is expected to nearly triple by 2027, although adoption is expected to be limited by legacy systems, governance challenges, and organizational readiness.
“This year’s study confirms what many global benefits leaders already feel: expectations are rising, but the tools and governance structures to meet them haven’t kept pace,” said Pedel. “To deliver real value, organizations must think beyond cost containment. That means embracing personalization, investing in inclusive benefits, leveraging data and analytics, and using technology and governance as strategic enablers. The companies that do this well aren’t just managing benefits, they’re shaping the future of work.”
The 2025 Global Benefits Trends Study was based on responses from over 500 global benefits professionals across 45 countries and 16 industries.