MBWL’s Global Benefits Forecast: key findings and next steps for UK organisations

MBWL’s latest survey highlights global trends in employee benefits. This blog highlights the key concerns for the UK specifically, as well as some practical advice on what employers should do next.

Key findings

Cost pressure is a UK reality too

MBWL’s survey reveals that cost – as indicated by two thirds (66%) of respondents – remains the most critical factor for organisations when designing or reviewing benefits globally. The UK’s tight labour market and rising healthcare costs align with the global narrative. Employers must balance cost control with benefits that retain talent, especially amid inflation and NHS strain.

Concerns around succession planning and retirement readiness 

With an ageing UK workforce and auto-enrolment retirement schemes, the concern around succession planning and retirement preparedness highlighted in the survey is especially relevant. However, if only half of global organisations offer retirement guidance, the UK has room to differentiate by improving support at retirement.

Less flexibility around hybrid working may increase tension

The survey highlights a shift toward hybrid models, with some employers increasing in-office requirements. In the UK, where flexible working has been a strong employee demand post-pandemic, there's a risk of pushback if companies tighten hybrid working policies. Employee benefits can play a vital role by offering holistic wellbeing support to help ease any tension that might arise as employees transition into less flexible working environments. 

AI and personalisation are global priorities

UK organisations will need to adopt AI-driven communication and education tools to enable their organisations to grow and stay competitive. This includes using AI for faster HR responses, personalised benefits education, and engagement - especially to support remote/hybrid staff.

Governance to be improved with better data

With geopolitical and economic uncertainty, especially post-Brexit, UK employers must focus more on governance of their benefits programmes. Relying on data analytics to measure value and predict costs will be key - an area where many still depend on external support.

The direction for DEI leadership is uncertain

While Diversity, Equity & Inclusion (DEI) remain a focus globally, the UK - having made strong progress - now faces a lack of clarity on what comes next. Organisations may need to redefine DEI priorities; especially as global frameworks shift.

What should UK organisations do next?

Today's unpredictable benefits landscapes mean benefits leaders must rethink employee rewards. The UK faces unique challenges requiring tailored approaches, which could include: 

1. Building resilience to volatility: UK employers must strengthen resilience planning amid inflation, post-Brexit changes, and NHS pressures by identifying exposures, reviewing costs frequently, and balancing global alignment with local needs.
2. Sustainable cost optimisation: with rising healthcare costs, UK organisations need AI analytics, scenario planning, and smarter design to optimise spending while maintaining value.
3. Re-focusing on global governance: multinationals must align global principles with UK-specific requirements, ensuring consistent governance while adapting to regional differences.
4. Finding efficiencies through technology: UK HR teams can leverage AI and automation to reduce admin, improve provider partnerships, and enhance benefits reporting to track return on investment (ROI).
5. Addressing generational workforce challenges: with four generations working together, UK employers must support older employees with clear and flexible retirement options while empowering younger workers with mental wellbeing and financial literacy tools.

By adapting global strategies locally and staying responsive to workforce needs, UK businesses can transform challenges into competitive advantages through sustainable, human-centred benefits.