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Benefits Program Design

From Baby Boomers to Gen Z: The New Benefits Challenge

Three women of different ages and experience highlight the benefits challenge at work. | Corporate Synergies

Employers face a growing benefits challenge as five generations work side by side. Employees at different life stages want different things from their benefits. A recent graduate may focus on student debt and healthcare costs, while an employee nearing retirement may prioritize Medicare planning and long-term financial security. As a result, employers must find ways to offer benefits that meet a wide range of needs.

There are several benefits that have appeal across generations. Health Savings Accounts (HSAs) help employees save for future healthcare expenses and provide tax advantages. Individual Coverage Health Reimbursement Arrangements (ICHRAs) give employees more flexibility when choosing health coverage. Family leave programs support both working parents and employees caring for aging relatives. Financial wellness programs help employees manage everyday financial concerns, from budgeting and debt management to retirement planning. Lifestyle Spending Accounts (LSAs) offer flexibility by reimbursing expenses that support physical, financial, and emotional well-being.

To overcome the benefits challenge, employers should focus on both benefits program design and communication. When organizations clearly explain how benefits support employees at different stages of life, they increase engagement, improve appreciation for the benefits package, and create a more positive employee experience for workers of all ages.

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Harrison Newman Corporate Synergies
Harrison Newman specializes in reducing employer benefit costs through in-depth research, strategic plan design, claims data analysis, and diligent carrier negotiations.

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