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How to tailor employee benefits for a multi-generational workforce

Only 64% of employees perceive having their needs met. How can your employee benefits be designed to meet workforce needs? Learn how.
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Based on our Health on Demand 2025 Asia research, the percentage of employees who consider themselves physically and mentally well has decreased by 10 percentage points since 2023. Yet only 64% feel that their workplace benefits adequately meet their needs. Supporting your workforce’s needs is crucial to sustaining productivity and enhancing employee value and engagement.

Here are three ways to tailor your employee benefits to meet your multi-generational workforce’s needs.

Designing employee benefits that are beneficial to all employees

1. Flip the pyramid

To meet the needs of your multi-generational workforce, consider flipping the pyramid. Instead of supporting those at the top with comprehensive offering, open eligibility and add new inclusive employee benefits to support all your employees.

  • Top down
    Those at the top of the pyramid typically receive the most benefits, whereas vulnerable employees have unmet needs. While 9% of employees earning above the median income have no access to any employer-sponsored benefits, this number is 21% for those at or below median income. 
  • Bottom up
    Consider adding additional support for the entire workforce.

2. Include choices in your employee benefits program

Offering personalised benefits enhances employees’ confidence in their employers.

Source: Mercer Marsh Benefits, Health on Demand 2025. How to read this chart: 80% of employees who can personalise their benefits package say their employer cares about their wellbeing. Meanwhile, only 30% of employees who cannot personalise their benefits say their employer cares about their wellbeing.

While there are some benefits that most people want, there are others that a small portion of employees really value. The data around the value of personalisation of benefits is compelling, with employees who can personalise their benefits package far more likely to feel that their employer cares about them.

Flexible benefits allow employees to tailor benefits to their individual needs, making them feel more valued and supported. However, employees are unlikely to take advantage of their benefits program if they do not know or understand them. For example, 75% of Boomers would be happy if their employer provided a communications channel for colleagues to share their personal stories to promote well-being (vs 69% of Gen Xs). This highlights the importance of utilising various ways to communicate your benefits program to different groups. 

3. Meet individual needs

There are four areas of individual needs within the working population that may not be covered in a conventional benefits program.

  • Evaluate benefits design to support employees not eligible for coverage 

Many lower income employees may not be eligible for benefits. While full benefits coverage may not be financially feasible for your organisation, some level of support may be possible. Explore opportunities for discounts, spending accounts, and onsite or prepaid medical visits to help close the gap.

  • Assess the well-being concerns of men and women

Addressing both men’s and women’s health needs is essential, as each faces unique challenges. Inclusive benefits programs that focus on women’s issues like pre-natal care and financial well-being have shown positive results. However, gaps remain in benefits for men, particularly in areas such as suicide prevention, preventive health screenings, and community support to combat loneliness. Employers have an opportunity to reassess and expand their benefits to better support men’s health.

  • Tailor employee benefits by understanding varied needs

To understand the varied needs of your employees when designing benefits, you can utilise data and analytics to identify gaps and gain insights into issues where the most support is needed. Look at ways to offer choices to your benefits plan.

  • Address the concerns of caregivers in the Asian workforce

Caregivers represent a significant group in Asia, often belonging to the sandwich generation with many juggling dual caregiving responsibilities. Although they generally report being physically and mentally healthy, half of them are concerned about finances, job security and declining health, which contribute to increased stress in their daily lives. You can re-evaluate their benefits needs at different life stages by extending affordable, quality eldercare or childcare benefits, flexible work arrangements or benefits program that cover their dependents.

Caring organisations inspire employees to thrive

Organisations that care for their employees are rewarded by a resilient and thriving workforce. Find out how companies bring relevance and add value to their employee benefits design to support their employees in our latest Health on Demand 2025 report.

Smarter Benefits, Stronger Workforce

Our new Health on Demand 2025 Asia snapshot explores what employers need to do to ensure the benefits they offer remain valuable, relevant, and affordable for a stronger workforce. 

Download the Asia snapshot

Speak with a Mercer Marsh Benefits expert.

Our people

Matt Zafra

Matt Zafra

Asia Advisory Leader, Mercer Marsh Benefits

  • Singapore

Juan Francisco Ojeda

Juan Francisco Ojeda

Benefits Consulting Analyst, LAC, Mercer Marsh Benefits

  • Panama

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