In today’s fast-changing work environment, employees are rethinking what truly matters in their workplace benefits. While companies often highlight perks like gym memberships and wellness apps, workers say the real test of support comes during life’s most painful moments.
A recent study shows that bereavement leave is one of the most desired benefits—yet most employees feel it is not good enough.
Life’s Hardest Moments Reveal the Gaps in Workplace Benefits
When someone loses a loved one, experiences a pregnancy loss, or receives a serious medical diagnosis, workplace policies suddenly become very personal. According to Ron Gura, cofounder and CEO of Empathy, a workplace benefits technology company, many organizations are not prepared to truly support employees during these critical times.
Empathy surveyed more than 5,500 employees and benefits decision-makers across the United States, Canada, and the United Kingdom. The results highlight a major shift in employee expectations.
Workers no longer see benefits as just standard packages covering health insurance or retirement savings. Instead, they want meaningful support during major life disruptions.
Gura explained that traditional benefits were designed as if work and personal life were separate. Companies typically focused on predictable needs such as insurance coverage, pensions, and general well-being programs. But today’s workforce expects something deeper and more responsive.
95% Value Bereavement Benefits — But Most Are Unsatisfied
The study found that nearly all employees believe bereavement-related benefits are important. However, very few employers plan to expand these policies in the near future.
At the same time, the need for support is rising:
- Empathy reports a 50% increase globally in employees who experienced major life disruptions in the past two years.
- Data from MetLife shows that one in four employees each year faces an immediate loss.
Despite these realities, companies are not fully adapting. Even though about 80% of employers expect their benefits budgets to grow this year, small increases in funding may not fix the deeper dissatisfaction employees feel.
Beyond a Few Days Off: What Employees Actually Want
Offering a limited number of paid days off is no longer enough. Employees expect:
- Adequate bereavement leave
- Access to emotional and logistical support
- Supportive managers trained to respond with empathy
- Policies that recognize diverse family structures
- Inclusion of chosen family and nontraditional relationships
- Sensitivity to different cultural mourning practices
This shift reflects a broader change in how companies view benefits. Instead of treating them as a fixed list of perks, organizations are being asked to see them as an evolving expression of care.
Gura emphasized that bereavement care should not be seen as an optional luxury. Instead, it is a crucial investment in employee well-being and workplace productivity.
A Growing Demand for Practical, Everyday Support
The desire for meaningful benefits is not limited to bereavement leave. Employees are also calling for support that reduces daily stress.
A recent example highlights this change. Christina Le, head of marketing at Slate, shared a suggestion on LinkedIn after discussing burnout and work-life balance. She proposed that companies offer a home-cleaning stipend as part of their benefits package.
Her reasoning was simple: many wellness programs add more tasks to employees’ schedules, such as attending fitness classes or therapy sessions. While valuable, these options do not remove the daily responsibilities people carry.
The day after her post, Slate’s human resources team responded. The company now provides employees with a $200 monthly home-cleaning benefit, loaded onto a Ramp card or reimbursed upon request.
Le explained that reducing everyday burdens—like cleaning or household management—can provide real mental relief. By taking something off employees’ plates, companies offer genuine breathing room.
The Employee-Employer Benefits Compact Is Changing
Nearly half of employees now expect formal support from their employers during major life events. However, challenges remain:
- Around 25% of employees report difficulty understanding their benefits.
- Many struggle with accessing information or navigating complex policies.
- Confusion often occurs at the exact moment when help is most needed.
This indicates that benefits fail not only because they are insufficient but also because they are difficult to use.
Employers aiming to improve engagement and retention must focus on clarity, accessibility, and inclusivity. When employees feel supported during life’s toughest moments, they are more likely to remain loyal, productive, and committed to their organization.
Why Bereavement Leave Is a Business Priority?
Improving bereavement policies is not just about compassion. It directly impacts:
- Employee engagement
- Workplace morale
- Retention rates
- Overall performance
By strengthening support during life’s most disruptive events, companies can build trust and strengthen their culture.
The modern workforce expects more than standard benefits like insurance and retirement plans. Employees want real, compassionate support during life-changing events such as loss, illness, or family crises. With 95% valuing bereavement-related benefits but many feeling dissatisfied, companies face a clear opportunity to evolve.
Expanding bereavement leave, offering emotional and logistical support, and simplifying benefit access can significantly improve employee well-being, loyalty, and productivity. Organizations that respond thoughtfully to these changing expectations will not only care for their workforce but also strengthen long-term business performance.
FAQs
1. Why is bereavement leave becoming more important to employees?
Because more workers are experiencing major life disruptions, and they expect meaningful support during times of loss.
2. What did the Empathy study reveal about workplace benefits?
The survey of 5,500 employees found that most value bereavement benefits, but many feel current policies are inadequate.
3. How can companies improve their bereavement policies?
They can offer longer leave, emotional support resources, inclusive policies, and clearer access to benefits information.