What are the Top Employee Benefits Trends in 2026?

As 2026 gets underway, employee benefits may fall firmly under the spotlight. With rising healthcare pressures, evolving employee expectations and ongoing cost considerations, the start of the year provides a timely opportunity for businesses to review whether their benefits strategy is delivering real value for their employees and the company.

We have highlighted three key areas for employee benefits and HR professionals to focus on in 2026.

Employee Wellbeing

A key area of focus remains employee wellbeing, particularly physical and mental health. Although the impact of COVID has largely eased, many individuals continue to experience difficulties accessing medical assistance or treatment. This has driven growing demand for private healthcare services, most notably virtual GP access. According to the Independent Healthcare Providers Network, virtual GP services now account for around 28% of private medical services accessed, with 50% of users aged between 35-44[1].

These figures suggest ongoing challenges with NHS GP access and highlight how younger employees may be more aware of, and comfortable with, online diagnostic support. By contrast, lower usage among those over 25 may indicate an awareness gap that employers could help address.

Pressure on NHS services remains significant. NHS Scotland reported that, as of 30th November last year, more than 600,000 people were on waiting lists for treatment[2]. This helps explain why private medical insurance continues to be highly valued by both employees and employers, as it enables quicker diagnosis, faster treatment and can help reduce workplace absence.

Private Medical Insurance

Across the UK, however, private medical cover remains relatively uncommon. Research from Mercer Marsh Benefits (MMB)’s ‘Health on Demand’ shows that only 30% of full-time employees currently have access to any form of private medical insurance[3]. This is set against NHS England waiting list figures published last July, which showed waiting lists at 7.4 million[4].

Cost concerns can often pose as a barrier for employers, however there are a range of ways to manage the affordability of private medical insurance, including adjusting policy limits, claims excesses and hospital lists. Many employers find that cover is more cost-effective than expected.

For small and medium-sized businesses where comprehensive private medical cover may not be viable, entry-level options are available. These typically offer more limited cover but can be introduced at a relatively low cost, often from around £5 per member per month.

Health Cash Plans are one such option, providing access to a menu of fixed benefits with different levels of cover. These plans can contribute towards mental health counselling, dental and optical treatment, virtual GP access and specialist consultations. Given that diagnostic access is a major concern highlighted by recent research, Health Cash Plans can deliver tangible value as an employee benefit.

Pension Salary Exchange

Another important area to highlight, now that the Autumn Budget has passed, is pension salary exchange. This continues to offer significant value, as the planned cap on National Insurance savings will not take effect until April 2029. Employers and employees can therefore continue to benefit from salary exchange arrangements for several more years. That said, forward planning will be particularly important for higher earners, as contributions made through salary exchange are expected to be capped at £2,000 once the changes come into force.

In summary, the key employee benefit trends for 2026 centre on health and financial wellbeing, reinforcing the value of the benefits discussed above. It is important for employees to be fully aware of the benefits available to them and how they are accessed. Clear and effective communication is therefore essential. This may include online resources, newsletters or presentations, with the most appropriate approach agreed in partnership with your employee benefits or pension consultant. Effective communication will become even more important as the 2029 salary exchange changes approach, ensuring employees understand the personal impact and employers are prepared for the associated payroll changes.

January 2026

Acumen Employee Benefits Ltd, FRN 916905, is an appointed representative of Acumen Financial Planning Ltd, which is authorised and regulated by the FCA, FRN 218745. The content within this article is for information purposes only and should not be regarded as advice.

[1] Independent Healthcare Providers Network (IHPN), 2025. Half of 35-44yrs expecting to use private healthcare in the coming year, new research shows

[2] Public Health Scotland, 2026. NHS waiting times – stage of treatment

[3] Mercer Marsh Benefits (MMB), 2025. Health on Demand 2025: Survey Report

[4] Health Cheque, 2025. Why more UK Businesses are offering private medical insurance to staff