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Discover how companies are evolving employee benefits, offering mental health, financial wellness, and personalized perks.
As the workforce evolves, so do employee expectations. The days when health insurance and a 401(k) were enough to attract and retain top talent are fading fast. Today’s employees are looking for more than just the basics; they seek comprehensive support that aligns with their values, lifestyles, and long-term goals. Companies that recognize this shift are adopting innovative benefits that go beyond tradition, addressing mental health, financial wellness, and personalized perks. These forward-thinking offerings are helping businesses foster deeper employee engagement, increase retention, and build more resilient workplace cultures.
Mental health is a crucial component of overall well-being, yet for decades it was an overlooked area in most employee benefits packages. The growing awareness of mental health challenges—exacerbated by global events like the COVID-19 pandemic and the increasing pressures of a digital, always-on work culture—has prompted companies to rethink how they support their teams emotionally and psychologically.
More employers are now taking proactive steps to promote mental well-being in the workplace. Key mental health benefits being introduced include:
By investing in these types of mental health benefits, companies are not just reacting to trends; they are creating a supportive environment where employees feel cared for, understood, and more capable of managing personal and professional stress.
While salaries and retirement plans are staples of compensation, financial stress remains one of the top distractions for employees. Whether it’s managing debt, saving for a home, or budgeting effectively, financial uncertainty can significantly impact performance and peace of mind. In response, employers are beginning to recognize that financial well-being is a key pillar of a healthy workforce.
Innovative financial wellness programs are now becoming more widespread. These often include:
These programs don’t just alleviate financial stress; they also demonstrate that the company is invested in its employees' long-term success, both inside and outside of work.
The modern workforce is incredibly diverse, with varying needs based on age, family status, career goals, and lifestyle. As such, a one-size-fits-all approach to benefits is increasingly seen as outdated. Employees now expect perks that are flexible and tailored to their lives.
To stay competitive, companies are rolling out more customized offerings, such as:
Personalized perks enhance employee morale by acknowledging individual needs. Whether it’s supporting a parent with young children or encouraging a remote worker to prioritize wellness, these benefits build trust and loyalty within teams.
Employee engagement is not just about productivity—it’s about connection, purpose, and satisfaction. When employees feel genuinely supported by their employer, they’re more likely to be motivated, loyal, and enthusiastic about their work.
Offering innovative benefits is one of the most effective ways to boost engagement. These benefits:
Moreover, companies that prioritize employee well-being often experience reduced absenteeism, higher productivity, and lower turnover. The return on investment for these benefits is clear—not only in cost savings but in the strength and resilience of the workforce.
Forward-thinking companies understand that the traditional benefits model no longer meets the complex and varied needs of today’s workforce. By embracing innovative, holistic, and personalized benefits, organizations can cultivate a culture of care, build stronger connections with employees, and stand out in a competitive talent market.
The future of workplace benefits lies in customization, empathy, and a true commitment to employee well-being. Investing in mental health resources, financial empowerment tools, and personalized perks isn’t just a trend—it’s a strategic move that drives long-term success.
Schedule a demo with Assembly to discover how innovative benefits can transform your workplace.
1. What are innovative employee benefits?
Innovative employee benefits go beyond traditional offerings like health insurance and retirement plans. They include mental health support, financial wellness programs, and personalized perks tailored to employees’ unique needs.
2. Why are companies offering mental health support as an employee benefit?
Companies recognize that mental well-being impacts productivity and job satisfaction. Providing therapy coverage, wellness apps, and stress management programs helps employees stay healthy and engaged.
3. How do financial wellness programs benefit employees?
Financial wellness programs, such as financial coaching and student loan assistance, help employees manage their finances effectively, reducing stress and improving overall job performance.
4. What are examples of personalized employee perks?
Personalized perks include flexible work arrangements, childcare assistance, wellness stipends, and lifestyle benefits that cater to employees’ individual preferences and needs.
Get the foundational knowledge on creating an employee recognition program that boosts employee engagement and helps them feel valued.
Explore Guide
Yes, at Assembly, security is a top priority. Each quarter, we have ongoing security work that is everyone’s responsibility. While we maintain a strong security posture, it was important for us to prove to our customers that we do everything we claim to do. This led us to pursue a SOC 2 Type II report that would provide evidence of our compliance with industry gold-standard security practice.
There is study after study showing that employee recognition leads to increased engagement. This in return creates an environment where employees are happier and more motivated which increase productivity and reduces voluntary turnover significantly. In order to filled critical roles, companies tend to spend nearly twice the value of an annual salary. Assembly is an investment in your employees that supports your bottom line.
Yes, we will offer contracts for companies with longer-term agreements to help larger customers have more certainty around future costs.
The minimum agreement term is a 12-month subscription.
We do and for FREE! Any new customer needing further support to get started with Assembly to ensure you're set up for success can request custom onboarding support. Improving your employee experience is about much more than just using our amazing software; it’s about transforming your business to create a workplace that people love. That’s much easier to do with the personal support and advice from our passionate people experts.
At the time of redemption (when your employees exchange their points for a paid reward) you'll pay face value. If a reward is a $10 Amazon gift card, your cost will be $10. All paid rewards are billed for on a monthly basis.
The good news is that you don't have to pay for rewards upfront because we only charge you when points are redeemed, not when they're earned.
We offer discounts or educational or charitable organizations. In order to secure a discount, you'll first need to book a demo with a customer support specialist.
For all other organizations, we are willing to consider longer-term agreements in exchange for discounts. To set up annual plans or longer, you will need to book a demo with a customer support specialist.
If you're on a month to month plan, you can go here and cancel anytime. If you're having concerns or need help setting up your account for success, you can always book a demo with a customer support specialist.
If you're on a longer-term custom plan, you'll need to reach out to your customer support specialist to cancel your account or email us at support@joinassembly.com.
Great question! You can customize your core values to match your organization's to boost and track alignment. You can change your currency from the 🏆 emoji (our default) to any emoji of your choice. You can swap our logo for your own. You can also set up company culture rewards such as, "Lunch with the CEO," "Buy a book on us," and so much more!
While we recommend a peer to peer set up where anyone in your organization can give or receive recognition, you can set up Assembly however you want. If you need to limit the people who can give or receive recognition, that's perfectly fine and can be done from your Admin, here.
Assembly connects to the tools your employees use every day to offer an easy, seamless experience with minimal change management.
Assembly has integrations with HCM/HRIS systems like ADP, Google, Office 365, and Slack. We also integrate with communication tools like Slack and Teams so you and your employees can access Assembly wherever they work now.
That depends on the company's permissions set up. That said, over 90% of the employees on Assembly's platform are recognized on a monthly basis. That means nearly every employee across all of our customers are receiving regular recognition from their peers, managers, or leadership. We're extremely proud of this.
They are not required. You can use Assembly without having rewards set up. However, we don't recommend it if you intend to have a high adoption and usage rate. You can always keep the costs down by offering internal culture rewards that are fulfilled by you internally.
No, you can remove allowances from anyone or everyone. It's up to you but we do recommend using points whether they're worth a real dollar value or not. Companies that use points have a much higher engagement rate even if those points don't exchange for real dollars.
Please schedule time with an expert and we will help you to get all your questions answered
