The New Workforce Benefits Reality: Why Better Communication Matters More Than Ever

A Response to EY-LIMRA’s “The New Approach to Workforce Benefits”

According to EY-LIMRA’s 2025 Workforce Benefits study, 84% of employers say benefits are critical to attracting top talent, and more than half plan to expand their offerings. But that investment only matters when employees can understand and use what is available to them.

Chris Morbelli’s recent article “The New Approach to Workforce Benefits” highlights how benefits have evolved from a support function into a core part of the employee experience. The shift is not only about adding new programs. It is about delivering benefits in a way that employees and families can easily navigate. The programs themselves matter, but the ability to understand them now carries equal weight.

When Great Benefits Become Invisible
The article makes a strong case that benefits are a competitive advantage, but organizations often struggle to make them visible. Many benefits live inside login portals, dense PDFs, or tools that require employees to search across multiple systems. HR teams answer repeat questions not because information is missing, but because it is hard to find.

This challenge reaches beyond employees. Spouses and dependents frequently manage medical decisions, schedule appointments, and compare coverage. When they cannot access clear benefits information, they cannot support informed decisions.

The call for a “human-centered approach” is accurate. People need simple, clear, visible information, and employers need a way to deliver it without creating more work for HR.

The Multigenerational Challenge
EY-LIMRA’s research captured a major demographic shift: Gen Z now outnumbers baby boomers in the workforce and will represent more than 30% of employees by 2030. Each generation approaches benefits differently.

Gen Z and millennials want mental health support and digital-first communication. Gen X balances caregiving and retirement planning. Baby boomers and retirees need clarity on transitioning benefits and maintaining coverage.

Organizations cannot solve this by offering more benefits alone. They need to help employees and families understand their options across life stages and make confident choices.

Open Enrollment: Strategic Opportunity or Administrative Burden?
Morbelli notes that open enrollment has become a strategic moment to reinforce wellbeing and differentiate employer value. However, this opportunity often becomes overwhelming for employees and exhausting for HR.

During open enrollment, information is released all at once. Employees must make complex decisions quickly. Families struggle to participate because they cannot access the materials directly. HR faces a flood of questions during the busiest time of the year.

Research reflects this disconnect. While most employers believe leave management is straightforward, only a fraction of employees agree. This gap points to a communication failure rather than a lack of benefits.

Open enrollment should set the stage for year-round clarity. Employees need access to simple explanations long after the enrollment window closes so they can make confident decisions during life events.

Technology Should Simplify, Not Complicate
EY-LIMRA reports that 74% of employers now prefer carriers that integrate smoothly with existing technology. Compatibility is becoming as important as cost. The article also discusses AI and personalization, which offer value but only after employees can find and understand their benefits.

SwellSpace shows that technology does not need to be complex to create meaningful impact. Instead of requiring significant IT involvement, it offers a straightforward way for employees, dependents, retirees, and candidates to access clear benefits information in one place. HR teams can update content quickly and maintain a consistent experience without technical expertise.

Benefits Communication Influences Recruitment and Retention
Benefits now influence how people choose employers and whether they stay. A comprehensive package only becomes a competitive advantage when employees understand how it supports them.

A public-facing benefits website gives employers a way to showcase their offering at every stage of the employee lifecycle. Candidates can review benefits early in the hiring process. Employees can revisit information during life events. Retirees can find details about maintaining coverage without navigating payroll systems.

Accessible communication demonstrates that the organization values transparency and invests in employee wellbeing.

The Path Forward
The conversation around workforce benefits is shifting. Employees want support that reflects their real lives. Employers want to create meaningful value. HR teams want to reduce repetitive tasks and focus on strategic work.

EY-LIMRA’s research shows that employers are expanding offerings and investing in new technology. These steps are important. But expansion without clarity wastes investment, and technology without simplicity creates new barriers.

The future of benefits depends on making information accessible to everyone who needs it. When benefits are clear and easy to find, they become part of everyday life instead of something employees only consider once a year.

SwellSpace helps organizations deliver this level of clarity. Employers that master both robust benefits and effective communication will have a significant advantage in attracting and retaining talent in a competitive labor market.

If you are ready to strengthen your benefits experience and make communication work for everyone, we can help you get there.