Most Firms Lack Structure to Meet Personalized Benefits Demand

Multinational companies face growing pressure to offer more personalized and inclusive employee benefits but often lack the frameworks to scale these programs, according to Aon's 2025 Global Benefits Trends Study. Only 14 percent of respondents said they have global guidelines in place to support personalization, despite 65 percent of employees indicating they would trade current benefits for more choice.

The study, based on responses from 518 global benefits professionals across 45 countries and 16 industries, found that cost management remains the top priority for 70 percent of firms, with medical inflation cited as the primary cost driver. Still, delivering employee value has become one of the top three objectives, highlighting the difficulty of balancing rising expectations with financial pressures.

Seventy-seven percent of respondents said they plan to negotiate with existing vendors, and 67 percent expect to issue a request for proposals in an effort to control costs.

Michael Pedel, head of global benefits at Aon, said, "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."

The study also found that among companies with mature governance and integrated data strategies, many are planning to expand benefits focused on families (54 percent), aging (39 percent), gender (39 percent), and lower-income employees (39 percent). At the same time, 25 percent of organizations plan to reduce offerings that employees value less.

Despite growing interest in inclusive and personalized offerings, only 25 percent of global benefits leaders said their governance structure supports their objectives. Leading companies are significantly more likely to have governance committees, centralized decision-making, and buy-in from senior leadership. These organizations are 67 percent more likely to have Global Benefits Centers of Excellence and three times more likely to have had their benefits strategy endorsed by top management.

Technology adoption remains limited. Just one in six benefits teams currently uses artificial intelligence to support design or delivery. That number is expected to nearly triple by 2027, but growth is constrained by outdated systems and structural challenges. Even so, leading firms are more than twice as likely to use technology to offer personalized employee experiences.

Mr. Pedel said, "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."