As employee expectations shift, most multinational companies fall behind. Aon’s 2025 Global Benefits Trends Study finds that 65% of workers would swap their current benefits for personalized options, but only 14% of employers are prepared to deliver them.
Based on responses from over 500 global benefits professionals across 45 countries and 16 industries, the report highlights a widening gap between what employees want and what most organizations offer.
Perks gap: personalization rises, but cost still leads
While demand for tailored benefits grows, cost control remains the top priority for 70% of multinational firms. Rising medical inflation remains the top cost driver, but “delivering employee value” has now become a top-three priority, signaling a clear shift toward personalization and employee engagement.
To balance both goals:
- Seventy-seven percent (77%) of firms plan to renegotiate vendor contracts.
- Sixty-seven percent (67%) are issuing requests for proposal (RFPs) to explore new providers.
- Many are reallocating budgets from underused benefits to fund more inclusive offerings for families, women, aging workers, and lower-income staff.
“Employees increasingly expect a consumer-grade experience … one that offers meaningful choice, creates innovative solutions and aligns with their individual needs,” said Michael Pedel, Aon’s head of global benefits. “Companies must find ways to deliver value and efficiency at scale.”
What’s holding companies back?
Despite the apparent demand for personalized benefits, most companies face systemic hurdles. Only 25% of benefits leaders say their current governance models support evolving goals. In contrast, top-performing companies with mature governance, centralized data, and executive alignment are:
- Three times more likely to have global benefits committees.
- More likely to formalize a long-term strategy.
Technology is critical to personalization, yet only 17% of companies use artificial intelligence (AI) in their benefits programs, a number expected to triple by 2027. Leading firms are twice as likely to leverage tech. However, most face barriers such as legacy systems, siloed data, and slow adoption.
Future-proofing through flexibility and inclusion
The report makes one point unmistakable: employees no longer want generic benefits. They expect relevance, flexibility, and choice. As workplaces grow more diverse and digitally native, personalization is becoming a baseline expectation.
“Organizations that prioritize personalization, inclusion, and tech-driven delivery aren’t just keeping up—they’re redefining the future of work,” Pedel said.
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Once, L. (2025, August 2). Only 14% of multinational firms offer personalized benefits: Aon survey. Outsource Accelerator. Retrieved from https://news.outsourceaccelerator.com/multinational-firms-personalized-benefits-aon/
Colvin, C. (2025, July 30). Workers want personalized benefits, but companies are struggling to keep up. HR Dive. Retrieved from https://www.hrdive.com/news/workers-want-personalized-benefits-companies-struggling/756248/
