The benefits that matter during uncertain times
Every December, I have conversations with talent leaders who are worried. Budgets are being scrutinized. Hiring freezes are looming. Layoff rumors are circulating. And everyone’s wondering: how do we keep our best people when we can’t promise stability?
Here’s what I’ve learned: In uncertain times, the benefits that matter most aren’t the flashy perks. They’re the ones that address the real anxieties your employees are feeling right now.
Financial security tops the list. When MassMutual’s HR team surveyed employees, they found that financial stress was the biggest concern — not just about losing jobs, but about managing life if something changes. That’s why smart organizations are doubling down on financial wellness programs, emergency savings matches, and transparent communication about company health.
The numbers back this up: Financial stress costs U.S. employers $183 billion annually in lost productivity.
But there’s something that keeps getting missed. Employees aren’t just worried about money. They’re worried about not having enough information to make good decisions.
Transparency becomes a benefit. One organization told their team in November exactly where they stood: “Our budget is tight, but here’s our plan. Here’s what we’re prioritizing. Here’s how we’ll communicate if things change.” Employee anxiety dropped measurably. Not because the uncertainty disappeared, but because the information vacuum did.
Flexibility matters more than ever. When employees are stressed about money, they’re often picking up side work, helping family members, or dealing with the ripple effects of economic uncertainty. The companies retaining talent right now are the ones offering flexibility around when and where work gets done.
The benefits that build loyalty don’t have to be expensive. Here’s what employees remember when times get tough:
The manager who worked with them when childcare fell through
The PTO policy that didn’t require proof of illness
The company that gave honest updates instead of corporate-speak
The benefits that addressed real life, not just work life
I recently spoke with someone who turned down a higher-paying job specifically because her current employer had supported her through a family crisis. “I know what they’re about when things get hard,” she said. That loyalty is built in moments where flexible policies allow for manager discretion.
Looking ahead: As you plan for 2026, consider this: Don’t ask, “Can we afford these benefits?” Ask, “Can we afford to lose people because we didn’t address what they actually need?” The organizations that invest in employees during uncertainty are the ones employees remember when things improve.
Your benefits strategy for uncertain times shouldn’t be about doing less. It should be about doing what matters most.