Drawing on research with employees and employers across eight European countries, Epassi UK’s new Great Employee Benefits Study 2026 offers a timely snapshot of how expectations are changing around wellbeing benefits and where organisations may need to rethink their approach.
Here are five findings that stood out.
1. Wellbeing has overtaken pay as a commitment driver
One of the most consequential findings in 2026 is how far wellbeing has moved ahead of pay as a driver of employee commitment. 67% of UK employees say they are more likely to commit to their work if their employer prioritises investing in their wellbeing rather than simply increasing their salary. Gen Z leads at 72%, but the trend spans all age groups.
2. Despite budget pressures, employers are continuing to invest
75% of UK employers expect benefit budgets to increase for 2027. The knowledge and professional sector are most optimistic at 84% expecting increases; the public sector is least at 67%.
Budget constraints are the most cited challenge, named by 28% of employers, but the direction of travel is clear. The majority of UK organisations are planning to spend more, not less, on benefits.
3. Burnout isn’t being solved by wellbeing programmes alone
The most effective burnout prevention tool, according to employees is flexible work arrangements including remote working.
72% agree it is effective. Benefits that help maintain a healthy work-life balance rank second at 48%, including fitness benefits such as gym memberships, physical wellness programmes and time to be active during the workday. Workload itself is the dominant barrier to wellbeing: 32% of employees cite high workload or stress as their main challenge, nearly three times more than any other single factor. No wellbeing programme can compensate for structural overwork.
4. Employees increasingly expect preventative wellbeing – not reactive support
The research suggests that employees increasingly expect wellbeing support to extend beyond traditional gym memberships.
Physiotherapy, preventative health checks, mental health support and flexible fitness options all rank highly, reflecting a broader shift towards benefits that help people stay healthy rather than simply respond when problems arise.
The report explores these changing expectations in greater detail, offering useful insight for employers reviewing whether their wellbeing benefits still reflect what today’s workforce values most.
5. The employer-employee AI divide
For the first time in the UK edition of GEBS, 2026 provides comprehensive data on how artificial intelligence is reshaping the workplace and the employee experience. The picture is one of significant divergence: employers are broadly optimistic about AI’s potential to improve efficiency, reduce administrative burden and enhance benefits management. Employees are considerably more cautious; many are actively uncertain about what AI means for the future of their roles.
Rather than viewing AI purely as a technology story, the report suggests employers also need to consider the employee experience. Closing that confidence gap may prove just as important as implementing the technology itself.
For HR, reward and wellbeing leaders, the Great Employee Benefits Study 2026 report offers far more than a snapshot of current trends. It provides a practical benchmark for assessing whether today’s wellbeing benefits are genuinely delivering value for employees and supporting wider business goals.
If you’re reviewing your employee value proposition, planning next year’s benefits strategy or looking to improve utilisation, retention or employee wellbeing, it’s well worth downloading the full report.
