New research highlights a major gap between employee well-being needs and employer offerings, with nutrition and menopause support emerging as critical yet neglected priorities. The Heka 2025 Employee Well-Being Trends Report, based on over 40,000 well-being interactions, shows that while HR leaders value flexible benefits, many programmes fail to meet employee expectations, risking retention and productivity.
Key findings from Heka’s report
- 97% of HR teams state flexible well-being programmes enhance company culture.
- 93% of employees confirm intentional benefits improve their health.
- 34% of employees select perks unavailable in their current programme, revealing a disconnect between offerings and desires.
Alex Hind, CEO of Heka, emphasises the issue: “Employee benefits without intention get lost in the void.” He notes that ineffective, tick-box solutions, like gym passes for non-gym-goers, waste resources and fail to address individual needs. Tailored benefits are vital for boosting engagement and well-being.
Nutrition is a top employee priority. The report indicates 42% of employees rank nutrition as their primary desired benefit, yet only 1% of employer programmes include nutrition-based perks. A balanced diet supports brain function, mental health, and productivity while reducing risks of sickness and workplace accidents. Despite this, employers fall short, overlooking a key driver of business outcomes.
Sustainability is gaining popularity, especially among younger workers. In 2024, B Corp-aligned benefits ranked fifth among Gen Z’s top choices. Eco-friendly initiatives like bike-to-work schemes and energy-conscious workplaces align with employees’ values, linking well-being with social responsibility. Companies ignoring these preferences risk losing talent in a workforce increasingly focused on ethical practices.
Menopause support is a workplace blind spot
Bupa reports nearly 1 million women leave the UK workforce yearly due to menopause symptoms, yet 90% of workplaces lack support. Symptoms such as hot flushes, anxiety, and fatigue can hinder confidence and performance, but stigma often prevents women from seeking help. The Heka report urges inclusive, menopause-friendly policies to retain skilled employees. While progressive workplaces adopt such measures, many employers still overlook reproductive health.
Well-being is multi-faceted, requiring a holistic approach. The report notes 66% of people with poor financial health also face mental health challenges, and 50% of those with mental health issues struggle with sleep. These interconnected issues highlight the need for flexible, personalized benefits addressing physical, emotional, financial, and social health. A one-size-fits-all model is insufficient, as individual needs vary widely.
Heka’s findings align with broader trends. The Burnout Report 2025 by Mental Health UK, based on a survey of 4,418 adults, reveals 34% of UK adults faced high or extreme stress in 2024, with 21% taking time off due to mental health issues from workplace stress. Younger workers, aged 18-24, report higher stress levels, worsened by factors like unpaid overtime and job insecurity.
The Department for Work and Pensions’ 2025 literature review on menopause estimates an annual £1.5 billion cost to the UK economy due to unemployment linked to menopausal symptoms. It calls for better employer support, noting women often hesitate to seek help due to stigma.
With workplace burnout surging, as Google Trends reported a 100% spike in searches for the term in August 2025, employers must act. Providing benefits like nutrition support, menopause-friendly policies, and sustainable practices can close the gap between employee needs and employer offerings. By listening to workers and aligning benefits with their priorities, companies can enhance retention, engagement, and productivity while fostering a healthier, more inclusive workplace.